How to Deal With Generational Differences in the Workplace

Bart Leger (00:00)
Hey everyone, do you ever feel like you're speaking a different language when talking to your coworkers? Maybe you've got older team members who just don't get why you'd rather get an email instead of sitting through a boring meeting or younger ones who seem to hate face-to-face meetings. In today's episode of Surviving Your Shift, we're tackling the big issue of generational differences in the workplace.

We're breaking down why Baby Boomers, Gen X, Millennials, and Gen Z often clash and what you can do about it. You'll learn how to adapt your communication style, build trust across age groups, and create a team where everyone feels valued.

Let's get started and find out how to turn those generational differences from headache into your team's biggest strength. Here we go. 

Show Intro

Welcome back. This is episode 16. And today we're discussing a topic that's affecting every workplace, dealing with generational differences.

A few weeks ago, I asked our launch team to help me with topic ideas for the podcast. Now, thanks everyone, by the way, we got some really good ideas for future episodes. One suggestion was dealing with the mentalities of today's younger workforce. I don't guess I have to tell you that this one came from an older supervisor, but if we polled our younger listeners, we would probably get dealing with the mentalities of the older workforce.

This is nothing new though. So why should you care about generational differences in your team? Well, if you've ever felt frustrated because your younger colleagues seem glued to their phones, or you've struggled to communicate with a senior team member who insists on face-to-face meetings, or you've ever lamented the younger workforce's more laid back work ethic, or wondered why your older supervisor is writing your case even though you're getting the job done,

then this episode is for you. These issues can create some serious friction on the job and it can seriously impact team performance and morale. Now let's face it, the workforce is more diverse than ever. We now have four generations working side by side, baby boomers, Generation X, Millennials and Gen Z. And each of these groups bring their own unique set of experiences, values and communication styles to the table. And when we understand and begin to manage these difference, it can make the difference between a well oiled machine and a dysfunctional team.

So let's break down the generally accepted generation classifications. Now please understand these are generalizations and don't always describe each individual within a generation. We start with baby boomers, those born between 1946 and 1964. They're the workaholics who value teamwork and duty. They bring a lot of optimism and a competitive spirit, which can be great for driving projects forward. Then we have Generation X, 1965 to 1980. This group values independence and flexibility. They're skeptical, they're pragmatic, and always looking for that work -life balance. And they're much more informal and they value diversity.

Millennials, those born between 1981 and 2000 are tech savvy and value responsibility and experience. They're considered to be civic minded, competitive, open minded and achievement oriented. They want work to align with their values and their lifestyles. And this can sometimes make them seem less committed. They value responsibility, experience and leadership quality in their workplace. And then Gen Z, 2001 to present. These digital natives are super tech savvy and they value diversity and inclusion. They're always looking for new challenges and opportunities to work with technology. This generation is characterized as being the most diverse of all previous generations.

Understanding these differences isn't just about getting along better. It's about creating a more effective and cohesive team. When you can harness the strengths of each generation, you build a stronger, more adaptable workforce. So how about we explore some practical strategies to bridge these generational gaps and turn these differences into your team's biggest asset. Now let's look at some common challenges that come up when different generations work together. These issues can really gum up the works, cause resentment, and break down a team spirit. We need to be aware of these challenges. Let's start with communication styles.

Older generations like baby boomers of which I'm one often prefer face to face communication or phone calls. Guilty as charged. I much prefer talking face to face. Second best is a phone call. I find seeing a person's face and hearing their voice more personal and productive because I can read their body language or hear the inflections in their voice. On the other hand, younger generations like Millennials and Gen Z are more comfortable with digital communication. They prefer texting, emails or even social media to get their messages across quickly. Now for quickly relaying factual information, I get it. Quick and to the point, but let's face it, when it comes down to achieving mutual understanding and really hearing the other person, so much gets lost in the digital connection.

Imagine a baby boomer supervisor calling a team meeting to discuss an important issue, but the millennial team members would rather receive an email summary they can read on their own time. Now this mismatch can lead to frustration. The supervisor might feel disrespected thinking the younger employees aren't taking the meeting seriously, while the younger team members might feel the meeting is a waste of time when an email would suffice.

Not only do we have preferred communication styles creating challenges, negative stereotypes build walls that can become difficult to scale. And believe me, this goes both ways. How many times have we made blanket statements like, that younger generation, they're lazy and entitled. They think they should get a trophy just for showing up to work on time. Or that older generation, who do they think they are? closed -minded and old -fashioned. When will they finally realize it's the 21st century?" These perceptions definitely impact confidence and trust between generations. Sometimes older team members see younger ones as inexperienced and entitled. They might think these kids don't know the value of hard work. Now, on the other hand, younger team members might view their older colleagues as out of touch or resistant to change, thinking,

They're stuck in their ways and don't understand modern technology. For instance, a young firefighter might come up with a new way to handle a task using the latest technology. If an older, more experienced firefighter dismisses the idea without consideration, it can seriously undermine the young firefighters confidence and willingness to contribute in the future. This can breed resentment and a lack of trust, making it hard for the team to work together effectively.

And then we have cultural expectations. You may find different values and motivations. Cultural expectations can cause friction. Each generation has different values and different things that motivate them. Baby boomers, for instance, often value loyalty and a strong work ethic. They're motivated by stability and recognition from their superiors. Generation X values work -life balance and independence, preferring flexibility in their work schedules. Millennials and Gen Z, on the other hand, seek meaningful work that aligns with their personal values and offers opportunities for growth and development. I want you to understand, though, I'm speaking in generalities. These values and these motivations are fluid. They're not strictly speaking confined to clear-cut generations.

So hence the problem with stereotypes, generalities, and binary thinking. You know what I'm talking about, all or nothing. But for the sake of our topic, I'll give examples of the prevailing values and motivations of a generational group. Imagine this, where we have a situation where a baby boomer expects their team to stay late to finish a case or a project, seeing it as a sign of dedication. Meanwhile, a millennial or Gen Z team member might see staying late as a sign of poor time management and a lack of respect for their personal time. The younger worker might feel frustrated and undervalued thinking, why should I sacrifice my personal life for work? This difference in expectations can lead to conflicts and it can seriously affect morale.

Here are some other examples. A baby boomer supervisor sends out a meeting request through email, expecting everyone to be present. A millennial might miss the email buried under notifications and prefer receiving a quick text reminder. A Gen X supervisor suggests a new flexible work schedule, but an older team member feels this undermines the established order and discipline they've been used to. A millennial suggests using a new software tool to streamline a process. But the suggestion is shot down by a baby boomer who prefers the tried and true methods they've always used. If we can begin to recognize and address these challenges instead of just lobbing verbal grenades over the wall, we might be able to work together. And who knows, maybe we could actually bring everyone's strengths to the table and accomplish what we've never been able to before. By understanding and respecting each generation's communication styles, breaking down negative stereotypes, and aligning our cultural expectations, we can bridge the gap and work more effectively together.

Now that we've talked about the challenges, let's look at some strategies that might help in bridging the gap.

The first step is acknowledging the elephant in the room. We need to recognize and respect the unique traits each generation brings to the table. This means understanding that everyone has different experiences and perspectives that shape how they work and how they communicate. If you're a supervisor and you have a baby boomer who's always the first to arrive and the last to leave, understand that they might see this as a sign of dedication.

On the flip side, if you have a millennial who puts in their time and nothing more, recognize they're not necessarily being lazy. It might be they simply value work -life balance or work -life integration differently. Gone are the days when you can say jump and they say how high. One great principle of leadership is learning how to motivate. What motivates one person may not motivate another team member. And by acknowledging these differences, you can start to create a work environment where everyone feels valued and understood. Next, let's talk about effective communication. Adapting your communication methods to suit different generations can make a big difference. This might mean using multiple channels to ensure your message gets across. If you need to announce a new procedure,

Don't just rely on an email. Follow it up with a quick face-to-face briefing for those who prefer in-person communication and maybe even a group chat message for the younger team members who are always on their phones. This way, everyone gets the information in a way that works for them. We also have to build trust and respect. This means overcoming stereotypes and valuing each other's contributions. When you show that you trust and respect your team members, they're more likely to trust and respect each other. Let's say a younger team member suggests a new software to improve efficiency. Instead of dismissing it as unnecessary, give it a fair evaluation. This shows the younger team member that their ideas are valued and it might even lead to a positive change for the whole team. Similarly, If an older team member shares a traditional method that has worked well for years, acknowledge their experience and consider how it might complement newer approaches. What might these strategies look like?

Acknowledging differences. A supervisor notices that their Baby Boomer team member values formal recognition. They make an effort to acknowledge their hard work in team meetings and through written commendations. For their millennial team members, they offer opportunities for professional development and flexibility in work hours, if possible, understanding that these are key motivators. Effective communication.

When introducing a new policy, a fire department chief sends out an email, follows up with a team meeting and post a summary in the department's group chat. This ensures that everyone from the tech savvy Gen Z members to the face to face preferring baby boomers gets the information in their preferred format. What about building trust and respect? A Gen X supervisor encourages a team brainstorming session where all ideas are welcome. They make a point to highlight contributions from every generation showing that all perspectives are valued. When a millennial firefighter suggests a new tech solution, the supervisor arranges a trial period to see how it works in practice, demonstrating openness to innovation. So by implementing these strategies, you can help bridge the generational gap in your team. This can not only improve teamwork, but also make the workplace more enjoyable and productive for everyone. Remember, It's all about respecting and leveraging the unique strengths that each generation brings to the table. All right, folks, let's wrap up what we've talked about today. We've covered a lot of ground on dealing with generational differences in the workplace, and it's clear that we've got to figure this thing out. So pull up your big boy and big girl britches and get to work. Stop complaining and start working together. When we embrace a multi -generational workplace,

We tap into a wealth of diverse experiences, skills, and perspectives. This makes our team stronger, more creative, and better equipped to handle the challenges we face every day. From the wisdom and loyalty of the Baby Boomers to the tech savviness and fresh ideas of Gen Z, each generation has something valuable to offer. Now, here's your call to action. As leaders and team members, it's up to us to actively engage in bridging these generational gaps, acknowledge and respect the different traits each generation brings, adapt your communication and management styles or leadership styles to fit these diverse preferences, build trust and respect by valuing everyone's contributions. And most importantly, we need to work together and leverage the strengths of every team member.

I want to hear from you. How have you dealt with generational differences in your workplace? What challenges have you faced and what strategies have worked for you? Share your experiences and thoughts with us. Let's learn from each other and continue to build strong, cohesive teams. Go to surviving your shift dot com and click on the green microphone in the bottom right and leave me a voice message.

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Missing family events because of shift work can be tough. Are you scheduled for a night shift on your child's birthday? What can you say when your little one says, why can't you be here for my birthday? Making you feel guilty and torn between work and family. Or you're assigned to work on Christmas Day, missing out on opening presents with everyone else. And you hear it's just not the same without you.

Well, in the next episode, I'll give you some practical tips to stay connected with your loved ones even when you can't be physically present. Stick around. I'll see you on that episode. Till next time, let's learn how to thrive, not just survive.