In Cheryl Cran’s book “101 Ways to Make Generations X, Y and Zoomers Happy at Work” she describes the generations as having the following characteristics:
Generation X
- Always looking for opportunities.
- Loyal to a manager, not a company
- View peers as competitors.
- Life comes first, work second.
- Are used to being downsized.
- Want an informal relationship with authority figures.
- Want a lot of attention, recognition and rewards.
- Feel they are the undervalued generation behind the Boomers.
Generation Y
- Always connected and will likely be text messaging before showering.
- Want to be significant and recognized for their contributions.
- Were raised by parents who constantly told them, “You are wonderful. You can be and do anything.”
- Want to be famous and YouTube and Facebook can make it happen.
- Think of work as a social opportunity to connect, brainstorm and work on projects.
Generation Zoomer
- Are concerned about job stability.
- Want to work but within their lifestyle.
- Believe success comes from working hard.
- Use technology to improve ways of doing things. They are looking to improve productivity.
How do we get more than three decades of differences on the same page? Cran’s answer is to focus on the similarities. I agree. It is important to realize that key values such as respect, fairness, opportunity and reward are cross generational. However, it is how one actually satisfies these values that determines whether the recipient is contented. Respect can be delivered through position, office location or type, and even work equipment. Fairness may be addressed through flexible work hours, workload distribution, revolving leadership assignments and compensation.
My take on the book is that understanding the uniqueness of each generation provides a platform for developing multiple approaches to a given value or set of values requirement. It is a challenge to manage a multi-generational team, but generational diversity makes for a stronger smarter group.
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