The Aging Population

As much as most people hate to admit it, some more than others, we are all getting older. Unfortunately, it is often our elders who get thought of the least and sometimes even forgotten among our busy schedules.

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How often do you visit your parents or grandparents? When you do, is it just because? Would you take time out of your super busy day to sit and talk to an elderly person?

The other day, I went next door to ask my 90 year old neighbor a question and as I headed home (an hour and fifteen minutes later), it dawned on me that one day I would be where she is. And if I’m lucky, I hope I will be as half as sharp.

Think about the elderly neighbor down the street that always waves as you drive by. Do the younger generations even look in your direction as you pass by? They probably don’t. How about the lady next door who will take time out of her day to explain how to grow those tomatoes just right? What about the nice gentleman who, after 40 years of marriage, still pulls the chair out for his wife at dinner?  Ah, manners and chivalry, they’re becoming a lost art.  In reality, there are still so many things we could learn from our elders if we would just put down the Smartphone, laptop, iPad, etc.

We miss out on so much knowledge simply because we have become a generation that does not have the patience to sit and listen to someone who can give us a firsthand account of some the world’s most famous events. This may be someone who was there as the details unfolded or the latest and greatest products were unveiled.

Remember, computers did not always exist; someone had to create the very first one. In today’s society of instant everything, we sometimes forget to slow down and recognize and thank our prior generations for paving the way.

Managing Across a Generational Workforce

Today I had lunch with 4 friends, as we spoke of work it dawned on me, 2 of the 3 current generations in the workforce were sitting at the table.  I've never looked at my friends in this way (I was the only ‘Gen Xer’), so it got me to thinking.

Each generation, the Boomers, Xers and Millennials, brings with it its own unique strengths, as well as, its challenges to today’s workforce. Managers of these groups will be required to guide these diverse generations through misunderstandings, stereotypes and conflicts the generational differences present, in order to meet the organizational goals.

The Generations at a Glance:

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Boomers – (born between the years 1946 and 1964)
Typecast: Hardworking, extremely job-focused                                                            
Mindset: Get a job and the company will take care of you for life!  They value security and stability, and appreciate clearly stated goals and tasks. They prefer to communicate through in-person meetings and emails.
                                                           
Challenges: Need for continued growth and increased skill set for the rapidly evolving technology sector, and the requirement to keep working past previous retirement ages.

Gen Xers – (born roughly between 1965 and 1981) Typecast: Self-reliant, value work-life balance
  
Mindset: Get the job and I can do it all! They are expectant of multiple positions during their career. Gen Xers face the concerns of relevance in the workforce, and tend to look for options to solving the problems. They are adaptable and resourceful, and most have learned to use digital technology and communicate with the latest tech tools.

Challenges:  In a special HR edition of Psychology Today (SHRM Conference 2013) an article titled 'Boomers, Xers and Millennials Take You on a Tour of Their Psyches', the author states, “Xers are the middle children of the workforce and are largely ignored. Perhaps as a consequence, they are fiercely independent and often a touch jaded.”  Gen Xers believe they must be connected to peers at all times via cell phone, instant messaging and other forms of contact – even at work. Xers do not like meetings and may avoid meetings and phone calls (i.e. leave a message) because they are busy and don’t see the potential gain. Baby Boomers often see this as not team-oriented.

Millennials (aka Gen Y) – (born roughly between 1982 and 2001) Typecast: In the moment-text me, Gen Xers on steroids!    
                                                                                                                   
Mindset:  Wonder why the need for a cube farm, when I can get it done with my devices. They work from what’s next enthusiasm. Currently, they are the fastest growing demographic in today’s workforce. They value life-work balance and flexibility even more than Gen X. They also seek freedom and want to be treated as equals from their first day on the job. This generation doesn't fear authority, and seeks challenging and meaningful work. And they’re the most tech-savvy of the three groups, preferring to communicate quickly via texting and IM.    

Challenges: They, too, believe they must be connected to peers at all times via cell phone, instant messaging and other forms of contact – even at work. Millennials seek instant gratification and require constant feedback. They often prefer to work in groups with no micro-managing and want to work on several projects at a time.  

So, how will managers effectively and cohesively lead across these generations?

Adapt - Consider generational mentors paring a boomer with a millennial, each can learn something from the other. Provide access to mentors who coach instead of dictate. Continually remind your team of its common goals—winning new business, growing sales or whatever your company is working to achieve. Pulling together will help overcome generational differences and build tighter bonds.

Acknowledge - Align training and career development goals that supports required behavioral traits. Honor each person’s contribution. Especially in a group setting such as a team project or meeting, make sure that you show how much you appreciate what each worker brings to the team.

Consider individual needs- Boomers will probably relish being put in charge of a project; a Gen Xer will appreciate the autonomy to complete a task her way; and a Millennial will enjoy sharing ideas with a creative team working together.

Communication – Simple language carries different meaning cross the generations, so talk often. Fire up meetings or brainstorming sessions by including employees from all age levels.

Embrace the diversity; what once worked, may not work with today’s workforce. The next generation is rapidly approaching!

Image courtesy of Google images.