Work with Me! Leveraging Generational Knowledge for Your Benefit

Is this multiple-generations-in-the-workplace stuff we keep reading about real? It sure is! Norman Ryder wrote a thesis in 1951 that claimed that we are bound together by the impact of external events we experience as a group while we are growing up. Rigorous research supports we do indeed have different values, beliefs and work styles.

That’s interesting but how can we leverage what we know about the generations to recruit, hire and retain employees? As a job seeker, how can you communicate more effectively with your potential interviewers if they are from a different generation?

Here are some quick tips:

How do you work with Gen Y (under 28 years old)?

1. Gen Y is all about cause, community and creativity. Promote your philanthropy, mentoring and innovation programs -- and use technology to do so.

2. Gen Y values flexibility, fun and freedom. Remote working policies are deemed a plus as long as they have check-in meetings and feedback sessions.

3. Unlike other generations who might have hoped for happiness in a job, G Y looks for it during the job hunt and expects to get it. If you can deliver, they are more loyal than they get credit for.

4. They desire different experiences, stimulation and authenticity. Retain them with diverse and challenging projects.

5. They embrace diversity and see through race, religion and sexual orientation as a barrier – and that’s a beautiful thing. Good to remember as you assemble work teams.

What’s with Gen X (ages 29-44)?

1. Gen X is the don’t pussyfoot around generation. They want direct communication.

2. Gen X is looking for efficiencies and results. Leverage then for achieving ROI projects.

3. They prefer hybrid solutions so expect feedback and push back as they put their own stamp on projects.

4. Gen X intensely dislikes hype and are skeptical.

5. Gen X can say no and have better work/life balance than Boomers. They want family friendly policies as well to hold themselves and their counterparts accountable.

How do you connect with Baby Boomers (ages 45-63)?

1. Bouyed by power, prestige and process as motivators, Boomers are concerned about image and keeping up with the Jones. Important to understand if they are interviewing you!

2. They love their stuff. Remember this for rewards programs, recruitment and retention.

3. Boomers value choice and do not like to be hemmed in. A hold-over from the 1960s! Give them options -- but not too many.

4. Boomers are more holistic and spiritual now more than ever and are seeking purpose. Many are seeking the passionate 2nd career and to be more of service.

5. They can be ambivalent about change so do not introduce it too fast.

Continued in next column >