Building a Bridge Across Generations

Linda Gravett, Ph.D, SPHR

In many organizations today, four generations are working side by side: "Generation Y"; "Generation X"; "Baby Boomers"; and "Radio Babies." Each generation brings its own perspectives and ideals, which results in occasional conflict and controversy. How many times a day do you hear, "Those kids today have no work ethic!" or "Why can't those old fogies listen to new ideas?"

I believe that a key to building a bridge across generations is knowledge. This knowledge can take the form of information about world events that have shaped each generation's worldview and facts to dispel myths and stereotypes about age groups other than our own.

In The People Puzzle, Morris Massey proposes an interesting premise. He suggests that most people are, to some degree, shaped by events that occurred around them, as they were children and young adults. For Baby Boomers, for example, who are "children of the 60's", the Vietnam War; Robert F. Kennedy; and Woodstock bring forth potent memories. Mr. Massey doesn't suggest, nor do I, that everyone born in 1955 moves in lock-step formation…just that this cohort witnessed similar events that inform their ideas and approach to life.

Smith and Clurman's book, Rocking the Ages, analyzes how Boomers, Radio Babies, and Gen X'ers view everyday cultural phenomenon from differing perspectives. Radio Babies, born between 1930-45, were often part of a nuclear family that consisted of grandparents, mom and dad, and siblings. Baby Boomers, born between 1946-64, were often part of a nuclear family that included mom and dad and siblings. Gen X''rs, on the other hand, now in their 20'' and 30's, might have been raised with mom or dad and stepbrothers and stepsisters from previous marriages. So the notion of "who should be covered under dependent care insurance" may vary across the generations!

Radio Babies were born or were small children during the Great Depression in the early 1930's. During their formative years, the value of money and a secure job were reinforced. Consequently, for many in the workforce from this generation, getting a job - and keeping a job - are extremely important. The concept of changing jobs, much less careers, every two or three years is a strange one.

Baby Boomers were born into a time of relative prosperity in the U.S., when their fathers might have been coming home from World War II or The Korean War. Many Boomers' parents taught them to work hard, "pay their dues" and aspire towards a nice home in the suburbs, a high-paying job, and a good education. Boomers rode a wave of success into the mid 1980's, when downsizing and layoffs awaited many who had been loyal, one-company employees.

Gen X'ers watched as their mothers went to work and they became "latchkey children." Gen X'ers watched as their parents or their friends' parents divorced and remarried. Gen X'ers watched as their parents lost their jobs. It's not a surprise, then, that so many of this generation either want to be entrepreneurs or want to find careers that provide a balance between work and family life.

We have a fourth generation entering the workforce: Generation Y. These are people born between 1977-85, so the first wave is out of college or vocational school and is in the job market. Over the past five years, I've conducted personal interviews with 1,500 Gen Y'ers. When I asked them their expectations in the world of work, the comments I heard most often were: "We're not whiners like Generation X - we're do'ers." And "So the world needs some repairs…we're up to the challenge." This is a technologically talented generation that's ready and eager to make its mark.

The implication for Human Resource professionals is clear: one size doesn't fit all when selecting recruiting, development, and retention practices that will appeal to four generations.

The Classifieds were at one time the definitive place to run ads for open positions. Gen X'ers are Gen Y'ers aren't reading these ads…unless they're colorful, succinct ads with bullets, charts, and even cartoons. Gen X'ers I've interviewed browse the Internet to look for ads or to review company web sites. If they spot classified ads in the newspaper, they're in the "Food" or "Sports" section.

Gen X'ers are becoming supervisors and managers - and managing employees who are 15-20 years older than themselves! The Gen X'ers I interviewed have a more laid back approach to management than Boomers or Radio Babies. Results count, not whether one spends 40 hours of "face time" in the office. Job sharing, flexible hours, and telecommuting are options that X'ers are likely to seek and out support. They have one plea - don't say, "We've always done it this way" to them. Think "options."

As you're developing options in your organization, consider ways to tailor them to the four generations. Gen X'ers are interested in concierge services and flextime; Boomers are likely to be more interested in long-term care insurance and sabbaticals. Training and development can serve as a recruiting tool for the 20-somethings but can also retain 40-somethings that want to shore up their experience with current technology. In this tight labor market, the skills, knowledge and abilities of all employees - regardless of age, are critical to our organizations' success.

Want to Know More?

Care Packages for the Workplace, Barbara Glanz, Mc-Graw Hill

What's Behind the Work/Family Backlash?, Dr. Mary Young

"Generation X", Camilla Berrens, New Statesman and Society, v 7-8, February 3, 1995, pages 22-23

Welcome to the Jungle: The Why Behind Generation X, Geoffrey T. Holtz, St. Martin's Griffin

"Sophisticated, Cynical, and 'Surfing'", Karen Ritchie, American Demographics, v. 17, n. 6 (June) 1995

Managing a Changing Workforce: Achieving Outstanding Service, Bob Losyk, Workplace Trends

JobSmarts for Twentysomethings, Bradley Richardson

The People Puzzle, Morris Massey