Do you get confused about who generation X, Y or Z are??

I certainly do and remind myself of the generations by my kids’ dates of birth

In today’s workforce there are usually about five generations trying to coexist together in the workplace with each having different expectations of what to expect when at work.

Before going into these differences, let me give you my understanding of the different generations:

The ‘Silent Generation’ are those born between 1928 to 1945. This generation included my parents and are the ones still using the printer as they distrust the cloud.  They are also loyal to their employer who will reward them with a final salary pension. They are becoming a rare breed in terms of pension. This was my parent’s generation.

Baby Boomer generation born between 1946 and 1964; I belong to this generation as do 3 of my siblings. Boomers are too career focussed.

Generation X born between 1965 and 1980. 3 of my siblings were born in this period. This generation grew up without smartphones. They go for frank conversations/communications, not niceties, work long hours and pick up the phone or email rather than slack.

Millennials or Generation Y born between 1981 and 1996. Four of my six kids (allegedly) were born in this generation and thankfully, it is only alleged as I have two kids born in this generation. The other two were either immaculately conceived or the mothers were constantly gazing at me whilst pregnant, according to local folklore🤔.

 This generation are sensitive to criticism, prioritise flexibility and work life balance over pay and crave approval.

Now that we have at least an understanding of what the major differences between the generations are, we can examine the attitude to work displayed between the generations.

Let’s look at a multi-generational office where  a 20 year old Gen Z had asked his boss if he could take a few hours out in the middle of the day to meet a friend passing through Newcastle. 

He offered to make the hours up later and thought that would be fine.

But his older manager rejected the request, his view being that you see your friends in your own time. As he was from the Baby Boomer generation, he didn’t share his personal life in the office and didn’t expect others to do so.

An emergency occurred when the manager had to move his elderly mother into a care home and drove down south to Kent on a Friday lunchtime to help. As he was a very private man, he didn’t tell anyone and when the younger  man found out he was very cross at what he saw as double standards which led to an ongoing conflict between the two about flexibility, how they dress and work and the hours they work.

Had the older man been more open the issue would have been resolved a lot sooner and much more amicably.

There’s a big difference between those who grew  up with the internet and those who didn't communicate.

Generation Xers and Baby Boomers don’t share their private lives at work; younger generations see their personal and work life as intertwined.

For the first time, offices in Britain are populated with workforces of five generations. Fast pace technology plus meandering career paths have broken the old order of corporate seniority coming with age.

It is not uncommon now for 20 year olds to become managers and 50 year olds to become interns. Interestingly, the number of over 70s in business or employment has more than doubled since 2009.

For bosses, managing the change of different work expectations of the five workforce generations is a constant challenge.

They clash on several fronts especially on remote working. According to research carried out by Deloitte, the professional services firm, more  than 75 per cent of millennials would consider looking for a new job if their employer asked them to go full time into the office. Boomers and Gen Xers are the ones asking them to do so.

There are other areas that unite Boomers and Generation Z against the middle generations. Like Boomers, 20 something Gen Zers ‘‘want fewer video conferences and more ‘real’ face time with colleagues.”

Gen Zers graduated during the pandemic and have no desire to work from home in isolation.

Millennials are at a different phase of their careers and lives and prefer to spend more time working from home.

The work culture favoured by the younger generations is going  to transform the landscape of Britain’s professional services firms; Gen Z associates at consultancies, law firms and other sectors are now looking at partners and thinking, - “I don’t want to end up like you, working extremely hard for 10 years to become a partner and then work even harder, is not an attractive option for them” said Michael Smets of Oxford University’s Said Business School.

“Younger lawyers are not motivated by the same things that motivated Gen X - a massive pay cheque - want to do it anymore. Gen Z is looking for purpose rather than pure salary,” Smets added.

Law firms are responding to this retention issue with new incentives, such as MBAs, a better work life balance and more meaning at work.

Training, inter-generational mentorship programmes, flexible work options and continuous learning opportunities are other ways  Britain’s workplaces can help five generations flourish better at work.

Younger employees appreciate frequent feedback, instant recognition and opportunities for growth; older colleagues often prefer formal feedback channels and recognition tied to long term achievements and HR to react accordingly.

Some firms are setting up junior or shadow boards to help all generations shape corporate policy at companies where board level decisions are generally made by holders of freedom passes. The professional services firm KPMG has set cohorts of younger staff on alternative boards.

The blend of all generations helping each other can work really well.

Do you agree or disagree?