As a leader, are you struggling to motivate across generations? You’re not alone: for the first time in history, five generations—Silent, Boomers, Gen Xers, Millennials, Gen Z—are working side by side, each with different values, beliefs, and styles. Motivating the younger generations presents unique challenges.
I’ve been writing about this in recent posts. Understanding the similarities and differences between the generations is crucial. To recap, each generation has disparate attitudes and beliefs about:
- Time
- Technology
- Loyalty
- Individual expression
- Job security
Why these shifts in perspective? Consider this definition of Boomers and Gen Xers from Time Magazine:
‘Boomers,’ born from 1946 to 1965 grew up in affluence: Economic progress was assumed, freeing them to focus on idealism and personal growth. Young Xers, however, lurched through the recession of the early ’80s, only to see the mid-decade glitz dissipate in the 1987 stock-market crash and the recession of 1990–91. Gen X could never presume success.
In their book, Rocking the Ages, Yankelovich’s Walker Smith and his colleague Ann Clurman blame Xers’ woes on their parents: ‘Forget what the idealistic boomers, intended,’ Xers say, ‘and look at instead what they actually did: Divorce. Latchkey kids. Homelessness. Soaring national debt. Bankrupt Social Security. Holes in the ozone layer. Crack. Downsizing and layoffs. Urban deterioration. Gangs. Junk bonds…’
Great Xpectations (June 9, 1997)
Hours and Output
Another major difference in Boomers versus Gen Xers—and an ongoing source of contention—is work habits. Boomers pride themselves on putting in long hours and being the first one into the office and last to leave. They have a stereotypical idea of Gen X employees: slackers unwilling to put in enough time.
But Gen Xers think of hard work as effective output. They are unwilling to put in long hours once they have produced the necessary output for that day. They’re less concerned about who sees them in the office, and they largely reject Boomers’ definition of hard work.
Gen Xers grew up observing their parents’ roller-coaster ride in the workplace: layoffs, downsizings, difficulties with bosses and years of hard work without anticipated rewards.
Instead, new workers consider control of their time the primary goal, even if extended hours lead to monetary benefits.
What do you think? Do you agree, or disagree, with these definitions? What (other) differences do you see between Boomers and GenXers? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
This Post Has 2 Comments
Thanks for sharing this article. These are truly different times. Dr Betty Orlandino
Betty- indeed they are , but that’s what make business so exciting. Hope to see you soon.
Coach Nancy
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