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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization - Our-Knowledge Consulting Services (Asia)

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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization
01/18/2013 Having been a management consultant for several years, it has always bothered me that many companies try controlling an increasingly non-traditional workforce with mainly traditional management concepts and processes. Many of the younger generation move fast in order to make an impact in the organization, most of the middle generation struggle with the companys mission, and the older generation dont like change. This situation has stared us in the face for years now; yet, many managers and HR professionals still use outdated carrot-on-a-stick methods to motivate their employees. As managers and HR professionals, the key to building a successful multi-generational workplace is to understand the differences between each generation. Each of the four generations Traditionalist, Baby Boomer, Generation X and Generation Y (Generation Z isnt old enough to work yet) has had particular experiences that have shaped their choices, outlook, values and work style. Here are the four generations that (probably) exist in your workplace today and the best way to address each of them: The Tradit ionalist s (1925 t o 1945): The Traditionalist grew up in a very tough time. Theyve probably experienced the 2nd World War, as well as economic and political uncertainty. These experiences have made most of them exceptionally hard working, exceedingly thrifty, and especially cautious. For them, loyalty is very important for work harmony and seniority is essential to advance in one's career. They fear change and are not very risk tolerant. They respect authority and hard work, which inclines them to lead through command and control. Traditionalists were the ones who set most of the rules that we still observe in many organizations today. Remember that Traditionalists: 6 Comments

Boom San Agustin

is the Managing Director of Our-Knowledge Asia and a Business Consultant for Local and Foreign Start-ups, SMEs and Organizations based in the Philippines. RSS Feed

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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization - Our-Knowledge Consulting Services (Asia)
Are team players Communicate indirectly Are loyal to the organization Respect authority Are dedicated and sacrifice Believe in duty before pleasure Are obedient Respond well to directive Are natural leaders Respect seniority and age Adhere to rules The Baby Boomers (1946 t o 1964): In the Philippines, Baby Boomers grew up in an abundant and healthy post-war economy. This is an egocentric generation; seeing themselves at the center of the world or as the saviors of the world. Work has become crucial in their evaluation of themselves and others. They actually live to work. For the Boomer, work-life balance is just a novel idea... a rare and distant possibility at best. This has often been a point of tension between them and the newer generations. Older Boomers have actually followed many of the rules set by the traditionalists; often without question. Many of them occupy top management and executive positions in many of our big organizations today. This being the case, they have possibly (and inadvertently) been the reason that the rules of the traditionalists still exist today. Remember that Baby Boomers: Look at the big picture Bring fresh perspectives to the organization Do not respect titles Disapprove of absolutes and structure Are optimists Possess a messianic outlook (has to save the world) Are team oriented Avoid conflict Seek personal growth Are sensitive to feedback Value health and wellness Seek personal gratification Generat ion X (1965 t o 1980): In the Philippines, four major factors define Generation X: (1) they were the first generation to grow up on schedules or to do lists (in Filipino de-numero ang kilos ), (2) they were the first generation to witness the birth of the information age, (3) they grew up with a high-rate of mixed-culture, mixed-race or blended families, and (4) they were also reared in the shadow of the highly prominent Baby Boomers. Most Gen X-ers view the world with a little cynicism and suspicion and have witnessed their parents great sacrifice for their companies and (sometimes twisted) hero mentality. As a result, they have become independent (not the value, but rather the act of doing things and making decisions on their own, without asking for help or consulting others), resilient and adaptable; even more so than the Boomers. If Boomers literally live to work; Gen X-ers work to live. For them, their job is only a means to an end. Remember that the X-Generation: Possesses a positive attitude Is impatient Is goal orientated Thinks globally

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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization - Our-Knowledge Consulting Services (Asia)
Thinks globally Is self-reliant Can work flexible hours Likes an informal work environment Thinks that it's just a job Is techno-literal Likes to do a lot of work and the freedom to do it their way Questions authority Some things to consider when trying to motivate Generation X: Steer clear of company politics Be creative with your rewards. Avoid traditional perks (carrot-on-a-stick) Provide them with an environment where they can be independent; with very little corporate structure and rigidity Encourage them with the prospect of the latest technological advances Give them clear objectives and goals Let them question the experts and/or authorities When designing training for Generation X, you should: Utilize web-based training Grant them an environment where they can ask questions and challenge concepts Keep them engaged (since this group is easily bored) Keep the training materials brief and easy to read Use multi-media learning systems when training them Ensure that the data you provide them is simple and logically organized Utilize a lot of design and graphics Generat ion Y (1981 t o 2000): This is possibly the next big generation. Generation Y is a significantly powerful generation that has the sheer numbers to influence nearly every stage of life they go into. They were raised during a time of reward and empowerment. Since their parents granted them a certain kind of freedom at home, their families have become their safe-haven. They were also encouraged to be opinionated, make their own choices and question everything. Brought up in a consumer economy, Generation Y has learned to expect that their employers accommodate their consumer expectations. For them, it isnt really about getting more from their employers, but rather, that their employer should give more to all their employees and they arent afraid to express their opinion on the matter. This is why there is high employment turnover for this generation. You can actually witness this in many of our countrys BPOs. More than Generation X, Generation Y has grown up with computers and the Internet as an important part of their lives. Due to their experience in a global and networked society, they have developed unique skills that have boggled both Traditionalists and Baby Boomers. Since they are always connected through social networks, instant messaging systems, text messaging systems, blogs, and even multi-player games, they have gained new skills and ways of working together. This has made both Generation X and Generation Y very different from the previous two generations, and may be the reason for the friction that exists between them. The latter two generations challenge the rigidity of the rules created by the previous two generations. Remember that the Y-Generation: Is confident Is sociable Is street-smart Likes diversity

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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization - Our-Knowledge Consulting Services (Asia)
Likes diversity Values collective action Has a heroic spirit Is tenacious Is tech-savvy Lacks the skills for dealing with difficult people Likes multi-tasking Needs flexibility Some things to consider when trying to motivate Generation Y: Challenge them Make them work in teams Recognize their achievements and reward them (rewards need not be monetary) Surrounded them with bright and creative people like themselves Never delay their rewards Empower them When designing training for Generation Y, you should: Train them in a multimedia environment Consider the fact that they can actually learn any time anywhere Make training dynamic and flexible Allow them to multi-task Utilize the internet (Webinars, IM, Blogs, Podcasts, Avatars, YouTube) Enable social networking (Twitter, Facebook, Pinterest) when training Create training simulations, activities or games Structure their learning, regardless of form Connect them with everything Make them work in teams

Table below taken from: Ov ercoming Generational Gap in the Workplace United Nations Joint Staff Pension Fund Report - July 10, 2009

In conclusion, Id like to state that we are still dealing with people, and that we shouldnt simply box them into categories. This article will simply give you a general picture of each generations traits; however, it will not accurately tell you what each individual will do or is capable of doing. As managers and HR practitioners, it is still your job to find the individuality of your teammates and use this to manage them.

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Understanding and Managing the Gen Y, Gen X, Baby Boomers and Traditionalists in Your Organization - Our-Knowledge Consulting Services (Asia)

This art icle is based on t he st udy "Overcoming Generat ional Gap in t he Workplace" by t he Unit ed N at ions Joint St aff Pension Fund Report - July 10, 2009

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Comments

Edwin
...can't wait for Generation Z!

01/18/2013 5:10am

Reply

Boom San Agustin

01/18/2013 6:20pm

Hi Edwin! I share your excitement. It will be interesting to see what Gen Z will bring to the table. My 2-year old granddaughter can already use an i-Pad. I can only imagine what she will be capable of when she gets to "working" age. I can't wait to find out.
Reply

Angelica Rondolo

01/19/2013 5:24pm

I love this article...thank you my friend Boom San Agustin for sharing these invaluable insights, very informative :)
Reply

Boom San Agustin

01/19/2013 5:56pm

Hi Gellie! Thanks again for reading my articles. I'm glad you like them. :)
Reply

Renalyn Ramos
I like your article! Very informative! Thank you!

01/25/2013 9:09am

Reply

Boom San Agustin

01/25/2013 9:44pm

Thanks for your comment Renalyn! Always happy to be of service. :)

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