With all the talk about how Gen Y is transforming the workplace, it’s important to remember that during the swinging ’60s, it was Boomers who transformed society. While the Gen Y style has led to a work environment with fun and games in social spaces at work, astute company leaders are wise to leverage Boomer lessons to ensure the workplace remains a productive environment that attracts top talent.
By 2020, Gen X and Gen Y together will make up an estimated 65 percent of the workforce, outnumbering Baby Boomers, according to the Bureau of Labor Statistics. Still, it will be another two decades before the last of the Baby Boomers retires, as one-third of Americans ages 65 to 74 still will be working as of 2022.
Global talent solutions firm Hudson conducted 28,000 psychometric assessments in 22 languages studying the differences in work styles among the generations. This article is based on its report, The Great Generational Shift, which breaks down the nuances and strengths of each generation, as well as how they will influence the workplace.
What Boomer lessons must we preserve for a multigenerational workforce?
Are companies prepared to transition their wisdom to the younger generations? Here are five concepts from Boomer culture that can be applied to inter-generational work strategies.
#1: R-E-S-P-E-C-T
Deloitte research shows that each one of the following age brackets: under 30; 30-39; 40-49, and 50 and over, represent an equal percentage of employees in the private-sector workforce. Therefore, age-wise, everyone is a minority.
Given this divide, respect and understanding are more important than ever in the workplace. Investing in employee training about different generational work styles leads to respect and appreciation of strengths. Ultimately, this results in better collaboration, productivity, and competitive drive that can be directed outside the organization, instead of creating internal conflict.
#2: “You can’t always get what you want.”
The “everyone gets a participation trophy” approach, pervasive through much of the Gen Y upbringing, doesn’t align with workplace reality.
Not everyone wins all the time. Boomers know this and must work with Gen Y employees to communicate how this applies to career development, as well as salary and bonus expectations. As Gen Yers may be tempted to quit when needs aren’t met, creating a culture and systems to communicate expectations will lead to higher employee satisfaction and reduced turnover.
Younger workers should be encouraged to share their career goals, and Boomers need to coach younger employees on how to look for and create new opportunities within the organization. Boomers also can guide younger colleagues on developing longer-term career and educational strategies for meeting goals.
#3: Charlie & The Chocolate Factory
When it comes to the workspaces of the future, think of the spirited and engaging Chocolate Factory. While chocolate fountains and a colorful sugar sensation may not be everyone’s idea of a productive workplace, younger generations want to work for exciting companies with stimulating workspaces over the old-school cramped, barren cubes and vanilla walls.
When it comes to work, younger generations want the “golden ticket” experience and not just a job. Environment, culture, and a company’s employer brand are increasingly important elements for attracting future talent. Younger workers seek companies with engaging cultures, attractive employee benefits, and inspiring workspaces, and Boomer leaders must take note of this if they want to attract and retain top talent.
#4: “…one giant leap for mankind.”
Innovation, discipline, perseverance, and collaboration led to Neil Armstrong’s landmark steps on the moon on July 21, 1969. These same concepts will propel companies into the future: Innovation and collaboration are paramount to engaging Gen Y. Boomers can play an important role in helping steward flexible yet disciplined social environments to ensure younger employees also remain productive and focused. Gen Yers are strong innovators and collaborators, but may need help focusing to meet their milestones.
Innovation, collaboration, and the willingness to think bigger will be a winning combination for the future—and Boomers can help bring this discipline to creative thinking.
#5: “The beat goes on.”
Boomers’ formative influences include economic prosperity, birth control, Vietnam, and rock and roll, while Gen X has been at the front and center of every major economic crisis and the tech-driven revolution of the last 30 years. Gen Yers, on the other hand, were raised in a connected world, and they prefer to communicate through non-traditional channels.
The Hudson study shows that Boomers cornered the market on traditional leadership traits such as “motivating” and “persuading,” while other generations have complimentary assets.
Companies need to impart the Boomers’ strengths to the other generations. Combined with Gen Y’s affinity for ambition and conceptual thinking, and Gen X’s natural role as the diplomat and translator, Boomers, Gen X, and Gen Y together have an opportunity to join forces to create the most effective leadership model yet: a blend of the best of all generations that yields happy and productive workers.
Capitalize on Strengths
Each generation brings a wealth of strength to the work place, but with a divide of differences, companies need to focus on cultural development and communication processes to ensure those strengths are fully leveraged. Without that effort, companies will not only lose time and motivation, but productivity, and, ultimately, revenue.
On the verge of having four generations in the workplace, companies of all types need cross-generational training to thrive in the new era of business. Organizational leaders can capitalize on one another’s strengths in the following ways:
- Create a company-wide mentorship program. Pair Boomers with Gen Yers to exchange information on traditional leadership capabilities. Include courses in traditional management skills and decision-making frameworks.
- Manage “trophy” expectations. Boomers have a unique opportunity to teach others how to look at business as a game board and set it up to win, as well as how to use failures and losses as a way to gain important information and retool for next time.
- Launch inter-generational training. Provide education on different generational work styles. Wise employees will learn how to appreciate and leverage the work-style strengths of the other generations.
- Implement a formal employer brand program. Ensure the company culture, value proposition, and physical workspace support innovation and collaboration and will help attract and retain top talent.
To download a full copy of The Great Generational Shift study, visit http://us.hudson.com/generations-in-the-workplace
Lori Hock is an expert in enterprise staffing, outsourcing, and consulting solutions. As CEO of Hudson’s Americas division, she is responsible for the strategic direction, operations, and profitability of the region. Previously, she was the president for Adecco MSP Solutions Americas and served as a member of the Global Solutions executive management team, where she oversaw strategy, business development, and innovation.
