Generational differences within the workforce

By Candice Rhodes-Marshall

Currently, in 2022, there are four generations in the workforce including Baby Boomers, Gen X, Millennials, and Gen Z. This is the first time in modern history this has happened, which makes the investigation of generational gaps critically important. Generational differences have become a serious barrier to effective collaboration due to their differences in beliefs, views, and expectations. Researchers insist that a multigenerational working environment can be a clash of different communication styles, values, motivations, and expectations.

Managing a multi-generational workforce can become a complicated task for organizational leaders. However, the potential benefits prove that the outcomes are worth the efforts. Such a team can become a combination of the unique benefits and experiences observed throughout the population. Consequently, such a collaboration is a source of creative and innovative ideas, and well-analyzed solutions that rely on diversified perspectives (Aggarwal & Woolley, 2019). Nevertheless, such teams face serious challenges associated with the generational gap. Based on their birth years, representatives of different generations grew up under the impact of events and culture of variable periods. Wars, assassinations, revolutions, disasters, economic environment, and technological development are major influential factors in each generation (CHA, 2017). These factors are reflected in all areas of their life, including different styles in presenting and perceiving information, various communication styles, working styles, and expectations from employers (Andreoletti & Howard, 2018). Thus, focusing on each generation’s particular needs and characteristics can become a solid contribution to encouraging more effective work and collaboration within a multigenerational team.

There is some key data that distinguishes how different generations work. For example, turnover rates prove that Gen Z and Millennials require even more attention when analyzing effective retention strategies.

However, considering the particular characteristics of all generations is important. With the highest turnover rates, Gen Z is strongly motivated by personalization, digitalization, and creativity. They value work-life balance, independence, and progress. While Millennials are known as workers who often change jobs. They require growth possibilities, immediate feedback, and work-life balance as well. They are generally characterized as quite hopeful. Baby Boomers are commonly considered as optimistic, workaholics, and strongly oriented towards personal communication. While Gen X values immediate responses in communication and is quite skeptical in many aspects (CHA, 2017). Turnover rates among Baby Boomers and Gen X are twice as low as Gen Z and Millennials.

A diverse workplace is a unique area of different ideas and beliefs that should be grouped and combined to get the best effects. However, to get the most positive outcomes, such diverse workplace settings require effective leadership that would ensure the gradual flow of ideas in the proper direction. Thus, improved generational competence along with communication skills, must become the essential tasks of modern organizations aimed to create effective multigenerational teams. u

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