Generational differences, do they matter?
August 27, 9:59 AMTulsa Career Coach ExaminerTeri AulphPrevious
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Should all voices carry equal weight?I’ve been watching discussions on Twitter and other social media sites regarding the impact of a multigenerational workforce. I read one tweet explaining Gen Y’, Baby Boomer, Gen X mean nothing. The exchange went on to explain the terms to describe the various generations were created by people to generate issues that are nonexistent. The source of this theory stated there was no impact.
I have great appreciation and respect for all views, whether I agree or not. I think the freedom to believe as you choose is fundamental to who we are individuals and you can see evidence of this on any social media site every minute of every day. You will also see the passion people have to ‘voice’, for lack of a better term (I prefer it to type), their thoughts, feelings and opinions. I often wonder if their need to ‘voice’ runs parallel with their need to be heard. I feel certain there are those who would deny this, that they just want to throw out how they feel, regardless of being heard…much less understood. It is cathartic to respond on Twitter to the question, “What are you doing?” in the allowed 140 characters. They have provided structure and boundaries to respond within, which drives you to be forthright and succinct. Interesting that it feels uncontrolled, but is, obviously, very closely controlled. I apologize, I have digressed off-topic.
So, generational differences and the impact they may or may not have on a workforce. I think if you line up 10 employees ranging from 1-3 years of experience up to 15 – 20 years of experience, you will find dramatic differences.
The first that jumps out is that the lower end (less experience) have grown up with technological advantages unknown in the formative years of those with 20+ years experience. They are adept at using technology and can leverage these talents in the workforce putting them light-years ahead. There are those with 20+ years experience who have kept up with technology, understand it, know how to use it and enjoy the advantages it has to offer. But if you listen carefully among a group of employees who represent both ends of this spectrum, those with 20+ years will defer to those at the lower end for their expertise. I personally believe this is how it is supposed to be and, if managed well, allows alliances to form as we rely on one another.
The group with more experience brings just that – more experience. They have made more mistakes and celebrated more success, so have had the opportunity to learn and adapt. They often have much more product knowledge, business acumen and historical data that are paramount in the ‘big picture’. The wisdom that comes from experience is impossible to duplicate without putting the time in. This is exemplified as companies are scrambling to put Knowledge Management systems into place as we watch the Baby Boomers begin to retire. The impact of this generational migration could dramatically change the way we view the demographics of our workforce and what they bring to the table.
Do yourself a favor, accept the fact that all groups are needed and bring value. Develop work teams with diverse experiential demographics allowing a natural transfer of knowledge. Accept that each group feels they are the most important – probably necessary attitude for success. Allow healthy debates on subjects from all areas and voices. At the end of the day, what rises from the debate will, most likely, be the best of both worlds.
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