Generations Colliding

By Ann Meacham

Right about the time the Boomers learned to work with Gen Xers, the Millennials became more prevalent in the workplace.  Many of their co-workers and managers shake their heads when they try to figure out how to best work with them.

It might help to understand that the Core Values of each generation are created based on people and events that were significant in their youth. Consider these representative comparisons: ¹

	Millennials (1981-1999)	Gen Xers (1965-1980)	Boomers (1946-1964)
Influential people of their impressionable years	Harry Potter, George W., Mark Zuckerberg, Diana, Princess of Wales, Michael Jackson	Bill Clinton, Bill Gates, Dilbert, Madonna, Michael Jordan, OJ Simpson	JFK, MLK Jr., Nixon Beatles, Rolling Stones, Gloria Steinem
Events/Places	9/11, terrorist attacks, school shootings, Hurricane Katrina, 1990s Recession, cyberspace	Berlin Wall, Lockerbie Scotland, latch-key kids, Starbucks, divorces, Chernobyl	Watergate, sit-Ins, desegregation, Suburbs, Woodstock, Kent State
Most Important Invention	Tablets, smart phones, laptops, social media, texting	Personal Computer cell phone, video games, smart phone, tablets	Television, Space Exploration
Rewards	Time for themselves, flexible hours, career path options, be an entrepreneur	Freedom, respect, acknowledgement, career flexibility	Money, title, recognition, corner office, career security
Outlook	Optimistic, innovative, technological, ecological collaboration	Self-sufficient, skeptical, resourceful	Competitive, achievement, “me” generation, anything’s possible

“It is therefore understandable that the stereotypical ambitious Boomer workaholic may be critical of one who does not share the same ethics and values. The independent Gen Xer may not appreciate the team orientation and desire for seemingly constant feedback. At the same time, the social-minded Millennial may not understand the priorities of other generations… A wired, connected world is all that Millennials have ever known.“²

Effective ways to engage Millennials:

•  Teach them the expectations of our organizations in a way that makes sense to them.  Hierarchical organization structures can cause them to disengage.
• Respect them for what they offer and give them opportunities to earn trust.
• Understand that they are willing to work hard and long, and they also want work with meaning and a work-life balance.
• Have a strong brand, clearly articulated vision, strong purpose, shared values and clear career path options.
• Recognize the value they can bring to the business: technology skills, ability to innovate and a high level of comfort with change.
• "Show your willingness to try new approaches" ³

The oldest Millennials are now 34.  How are you making the most of their talent and drive?

Ann Meacham, president of Leadership Dynamics, works with business owners and executives to clear their blind spots so they can identify the issues that need to be addressed and focus on making their business succeed. . 

sign up for a Free Strategy Session or email her: ann@leadyourteams.com   www.leadyourteams.com

¹ Lancaster, Lynne and Stillman, David, “When Generations Collide”, HarperCollinsPublishers, 2005

² U.S. Chamber of Commerce Foundation, “The Millennial Generation Research Review” 2014 http://bit.ly/1vEjDAt

³ Beverly Jones, Clearways Consulting, Washington, D.C.