There is a good chance that you are reading this while you are at work. Then take a good look at the colleagues you work with. And I don’t mean whether their hair is nice or whether they are wearing a nice outfit. No, this is about their age. I am almost certain that you have colleagues from their early twenties to their late sixties, and everything in between. There are more and more different generations in the workplace. A lot has already been said and written about this. But mainly about the differences between them. The fact that it actually has very positive effects is often overlooked. In this article you will discover the advantages of the different generations in the workplace.
Generations Discover
To understand which generations there are, first a little bit of theory. Research by Tilburg University and the SCP shows that 80 percent of Dutch people recognize themselves in the characteristics of their own generation. According to generation experts Aart Bontekoning and Henk Becker, we can divide the current generations in the workplace as follows – with a brief description:
Baby boomers (1940-1955)
Strong work ethic and loyalty, job for life, hierarchy.
Generation X (1955-1970)
Responsible, conservative, earning your stripes.
Pragmatists (1970-1985)
Decisive, ambitious, work hard, play hard.
Generation Y (1985-1995)
Authentic, critical, personal development, work should be fun.
Generation Z (1996-2010)
Assertive, open, flexible, enterprising.
As older people continue to work longer, it is more the rule than the exception that you work with colleagues from three different generations. Each generation has unique characteristics and they share experiences that shape their values and behavior. The book The generation effect (affiliate) by Kim Jansen helps you understand these generations and the dynamics between them. The extensive descriptions and characteristics per generation give you insight into how different generations think. It also challenges you to examine your own beliefs, prejudices and blind spots. Because you are never too old to learn, right?
The power of the generation mix
But what is the power of the generation mix in the workplace? According to Randstad Workmonitor, 86% of employees worldwide prefer to work in a team with multiple generations. The fact that there is more friction within these teams is a logical consequence. But that does not outweigh the increase in creativity and innovation. In addition, better decisions are made in these teams. Each generation is in a different phase of life and work. This ensures that a situation is viewed from many different angles.
An example: the policy on working from home
Take the policy on working from home as an example. If the management consists of baby boomers, they will quickly be inclined to say that ‘we never did it before’ or ‘it’s nonsense’. And with that they make the decision not to offer the possibility of working from home. And then wonder why so many people are leaving and there are so few applicants.
But when the board consists entirely of Gen Z, working from home is viewed very differently. In extreme cases, they will implement a policy of working a maximum of two days a week in the office. Because on work-from-home days, they use the travel time to start the day with exercise. And it ensures that they don’t storm into the daycare with sweaty brows five minutes before closing time. Then Gen Z management is surprised when they hear baby boomers complain that they miss the team spirit and that they find it boring to work from home so much.
You can imagine that things will be very different if a mixed management team makes a decision about this. There may be a lot of discussion beforehand, but at the end of the day a decision has been made that all generations can agree on. For example: a maximum of two days a week working from home and two fixed office days, on which the entire team is present. The best of both worlds!
From fear to opportunity
Organizations and teams that experiment and where mistakes are allowed, will grow. Even if you have to go back to the drawing board ten times, it is better to fall and get up again than not to move. Because standing still means going backwards. The experiences of older generations together with the fresh ideas of younger generations provide new possibilities and improvements for the future. Instead of being afraid of confrontation, it is better to face it. Only friction creates brilliance.
A cliché sometimes loses its value because you hear it so often, but in this context they are powerful words. It often has to clash first to make things discussable and come to a solution together. In my experience there is nothing wrong with that. In fact: it provides clarity and everyone needs that. So don’t be afraid, but make difficult subjects discussable.
Another fear that plays a role is the current tightness on the labor market. Many organizations struggle with the question: ‘How do I retain talent?’ This is a question that arises from fear. A better question is: ‘How do you get the best out of employees when they are with your organization?’ The answer to this question is no secret. It is as simple as it is effective: you will find it by talking to your employees. Both individually and in mixed groups. Because when you can answer this question, you are truly ready for the future.
Yes, but we’ve always done it this way
Today’s leaders, often Generation X and the Pragmatists, are used to a hierarchical top-down system and have a work hard, play hard mentality. They are not connectors or innovators by nature. Younger generations, such as Generation Y and Z, find equality and authenticity very important. And they have a work hard, play hard mentality. work smart, play always. It is necessary to ensure connection between these groups. The younger generations want to be involved and think about important decisions that also have consequences for them.
An illuminating insight that the author gives in the book is the fact that it is timeless that older generations complain about the younger generations. Socrates wrote in 399 BC: ‘The youth has a strong taste for luxury, bad manners, contempt for authority and no respect for elders.’ The writer George Orwell, who lived from 1903 to 1950, described it as ‘Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.’
The holy grail is not young or old, but the knowledge and experience of old combined with the fresh perspective and innovative power of young. Because if you do what you always did, you no longer get what you always got.
Generation management in practice
The book ‘The generation effect‘ (affiliate) provides valuable tips for both managers and teams to apply generation management. I immediately started working with the tips below.
Step out of your bubble, get to know each other and be gentle
Actively seek out people from other generations, both at work and in your private life. Go for a walk with that boomer who is always negative about things that change.
Or ask your whiny uncle why he thinks today’s youth are such wimps. Pay attention to the interests and lifestyles of other generations and see them as a different cultural group. Ask the other person to help you understand him or her better. That way you get to know each other better and gain more understanding for each other.
There is no right or wrong, there is different.
Explore and test prejudices
Checking assumptions is an easy step in closing the gap. If a colleague always has a lot of resistance to changes within the organization, he or she is quickly labeled ‘negative’. But if you talk to that person and ask the right questions, you will discover that, for example, the lack of self-confidence is the cause of the behavior.
Speak out
Indicate what your needs are and what you need to be able to work well. That is different for everyone. Investigate what you need to be able to fully come into your own and make that negotiable.
The first step
After reading this book, you cannot help but take action. Take the time to reflect on your own beliefs and actively work to bridge the generation gap. With the right approach, you can not only reduce tensions, but also promote innovation and creativity. In this way, the power of each generation is used.
Generations have an effect. It is up to you to play a role and make this effect positive.
All studies mentioned in this article come from the book The Generation Effect.
Source: www.frankwatching.com
