Previously, I introduced the subject of leveraging diverse generations within the workforce. To gain a bit of understanding of where we are going, I want to classify different generations and what people are classified as part of these groups. So that we all have a general understanding during our discussions, we will define the “typical characteristics” that distinguish each generation in the workplace. (Source: SHRM)
Traditionalist (76-99 years old)
Loyalty to an organization.
Typical not to change jobs or careers often.
Value hierarchy, authority, seniority.
Rule follower, don’t fix what isn’t broken.
Needs to know things.
Value knowledge.
Baby Boomer (57-75 years old)
Career = self-growth.
Achiever mentality.
Loyal.
Challenge authority.
Generation X (41-56 years old)
Loyal, but career is not their identifier.
Expect knowledge and skills to be priority.
Don’t care about authority.
Values flexibility.
Values autonomy.
Millennials (26-40 years old)
Fluid work styles.
Respect components of authority.
Loyal to colleagues.
Raised with messages of individuality.
Generation Z (25 and younger)
Invested in careers and growth.
Want to be engaged in the processes.
Seek balance and fairness.
Global mindset.
Don’t need to know everything. Ask Siri!
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