An article on generations published in the Aug. 2 Akron Beacon Journal pointed out that while Generation X is an active part of the work force, its members often work as the “in-between group” between baby boomers and Generation Y.
The article states that while older Gen Xers behave more like baby boomers, younger Gen Xers gravitate toward millennials.
“That makes Gen X, to some, a lost generation, waiting for baby boomers to give up power but seeing millennials grab media attention as the Next Big Thing,” the article stated.
Future generations?
While different generations operating in the workplace is a relevant subject to consider, Tire Business' New York City-based sister publication Advertising Age ran a story, “In a Digital World, Are Generations Dead?” that poses an interesting question about the long-term effects of technology on generational differences.
“As all ages embrace the behaviors of ‘digital natives,' many of the notions that support the traditional concept of a generational cohort are becoming less meaningful,” according to the article.
One other facet the article discusses is that previously, generations birthed only the following generation, but this is no longer true. Baby boomers birthed both Generation X and Y. Additionally, as the average age of parents rises, there is more space between a parent's generation and their children's.
“The idea that a new generation brushes off their parents' ideals is less relevant when there is a cohort between them,” the article stated.
“Moreover, because technology has opened up the entire family to a world of shared content and consciousness, parents and children increasingly share similar cultural ideals. The culture wars are no longer by definition age wars.”
The article poses the idea that “tribes” are going to become the new generations. What a person's interests are will matter more than his or her age group.
Tribes can have diverse locations because with the Internet, people can find others with like interests who live anywhere in the world. It is not the same as a high school clique with five members who enjoyed a similar hobby, but instead can be a group of thousands, spanning across a country, continent or the whole world.
While members of Generation Z still go through their teenage years like other generations, they have more power and control than previous teenagers because of this, the article noted.
“…(N)ever before have these groups been able to form and grow, free from the constraints of mostly age-segregated environments like school and work,” it said.
Basically, with the constant connectivity the Internet provides, people are less likely to be pigeon-holed with others in their age bracket. The opportunities are more vast to interact with other generations prior to entering the work force than ever before. Will technology ultimately lead to the deconstruction of the generation structure? the article asks. Only time will tell, but change is in the air.
Pay attention
At this point in time, the years during which individuals grew up can factor greatly on how they like to work. However, as technology continues to drive experiences, this may not be as great an issue, as future generations will all begin using technology in their early developmental years.
One thing to keep in mind when sifting through all the information about each generation is to remember that not everyone will exhibit all the attributes of their generation—and some may be special cases and not exhibit any. If there is one key takeaway, it's that there is not just one style of management that works for every employee.
“The manager who can flex her style to provide what the employee needs will, in the long run, be more effective than the manager who approaches every situation the same way,” the Johnsons advised.
One way to achieve this objective is to ask for employee input. For instance, a manager may assume a millennial wants to be checked on constantly. However, what if this particular employee falls more in line with the ideals of Generation X? The Johnsons warned that the employee might believe the manager does not trust him or her to do their own work and could be put off by the behavior, whereas other people in their age bracket may appreciate the feedback.
Different situations call for different actions.
If a decision needs to be made quickly, managers may need to make the decision on their own, the Johnsons explained.
However, if it is a decision that has time to be discussed, bringing team members into the discussion may give the manager better end results.
Overall, growing up in a generation can shape who a person is and what he or she desires from a workplace. However, with technology this may be changing. Regardless, paying attention to employees' wants and needs may be a key tool to the success of a business, the Johnsons said.
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To reach this reporter: [email protected]; 330-865-6143; Twitter: @jenniferkarpus
