Page 47 - How America's Best Places to Work Inspire Extra Effort in Extraordinary Times

34B RE-ENGAGE

Crosswind Factor #2: Generational Diversity

It is a fact of life that growing up in different eras causes people to see
the world (and other generations) differently. Many would agree with
the following stereotypes:

: Traditionalists (born 1945 and before) are duty bound and
hardworking but may be inflexible and resistant to change.
: Boomers (born 1946–1964) are ambitious and participative
but may be overly political and self-interested.
: Gen Xers (born 1965–1980) are independent and resourceful
but may be cynical and disrespectful.
: Millennials (born 1981–1994) are self-confident and techni-
cally sophisticated but may be dependent and naïve.

Of course we all know many people in each generation, including
ourselves, for whom these stereotypes are absolutely untrue. This point
cannot be overemphasized: the unique combination of one’s personality,
life experiences, education, ethnicity, and upbringing trumps generational
membership.
There can be no doubt that the sweeping changes of the last 30
years, such as new technologies, the increasing divorce rate and growth
in the rate of single parenthood, and global competition, have uniquely
and powerfully shaped the development and character of different gen-
erations. Experts have cited the increasing prevalence of video games,
computer access, and texting and their effect on the brain conditioning
and personality development of large numbers of Gen Xers and Mil-
lennials. Stereotypical perceptions, even if they are not applicable to
many, are part of the reality we must deal with daily in managing our
workplaces.