Today’s workforce spans five generations: the Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z.
To cultivate employee engagement, it is important to recognize the strengths and differences among these generations without relying on stereotypes. While not all members of a particular generation are exactly the same, there are often commonalities.
Below are some prevalent characteristics of each generation in today’s workforce, which may help improve communication with employees and reach common goals.
- The Silent Generation (born 1928-1945): Representing a small portion of today’s workforce, these employees are the most experienced and therefore can be valuable mentors to younger generations. They often have more traditional workplace values, such as preferring not to work non-traditional days or hours. They tend to appreciate security in their positions and organizational loyalty. Classroom-based learning and in-person work environments typically align well with their preferences.
- Baby Boomers (born 1946-1964): Baby Boomers are generally optimistic and hard working. They often appreciate professional development opportunities and value a traditional hierarchical workplace structure, though they are willing to challenge authority when internally motivated. They generally enjoy teaching younger generations and are open to flexible working arrangements, particularly as they near retirement. Baby Boomers appreciate in-person or telephone communication, as well as working with groups.
- Generation X/Gen X (born 1965-1980): Gen X values diverse and global thinking, work-life balance, and informality. They are often more laid-back, appreciate flexible work environments, and value autonomy and innovation, often creating progress by taking risks. In terms of communication, Gen X generally prefers email and text.
- Millennials (born 1981-1996): Millennials are optimistic and creative, valuing achievement, diversity, freedom, and flexibility. Technologically savvy, they often help drive efficiency and supporting older generations. Millennials are motivated by promotion, recognition, and making a difference in their organization and the world at large. Their communication style is informal, with a preference for chat platforms and web-based learning.
- Generation Z/Gen Z (1997-2012): As the youngest and most educated generation in the workforce, Gen Z is eager to grow and learn. However, economic struggles and concerns about the future of the world can make them a bit pessimistic. Gen Z values authenticity, connectivity, individuality, and personal expression. In the workplace, they seek flexibility, diversity, transparency, clear directions, and training opportunities. Their communication style is often casual and informal, and they gravitate towards online collaboration tools.
Fostering an Inclusive, Multigenerational Workplace
It is important to recognize the experiences of different generations, while still acknowledging everyone’s unique perspectives and strengths. This balanced approach helps prevent age discrimination.
The following practices can help teams navigate generational differences in a respectful and productive way:
- Avoid Stereotypes: Quippy phrases like “okay, boomer” and “spring chicken” can be offensive and perpetuate hurtful stereotypes that hinder connection and effective communication. As noted above, every generation has something unique to offer.
- Veer Away from Assumptions: Age does not always indicate someone’s life stage. Older employees are not necessarily preparing to retire, and younger employees may not have more time and flexibility.
- Cultivate Knowledge Sharing: Older generations should not exclusively be teaching younger generations. Instead, knowledge should flow from each side, so that younger workers can also teach their predecessors.
Best Practices for Navigating a Multigenerational Workforce
Creating a workplace where employees of all ages feel valued requires intentional policies and practices. The following best practices can help organizations create a multigenerational workforce where everyone feels valued.
- Eliminate Age Bias in Recruiting: Provide bias training to hiring personnel and use as many recruitment channels as possible to reach a broad range of candidates.
- Review Job Ads for Inclusive Language: Ensure that language on job postings is neutral and avoids targeting or excluding people from certain age groups.
- Build an Inclusive Brand: Images on organizational materials should reflect an age-inclusive work environment. Additionally, leaders should consider all age groups during succession and strategic workforce planning to attract, engage, retain, and develop employees from various life stages.
- Understand Employee Motivations: Take time to learn what motivates individual employees, as not all employees will be motivated in the same ways.
- Create an Age-Inclusive Culture: Providing remote and flexible work options, caregiving accommodations, comprehensive benefits, paid time off, and wellness programs can create an age-inclusive environment at work.
Creating a work environment where employees of all ages are valued is possible. By acknowledging common generational traits while appreciating everyone’s unique strengths, your teams will be able to share knowledge across generational lines and contribute to organizational goals in their own unique ways.
This article does not constitute legal advice and does not address state or local law.