Welcome Back, Reader

Text "Today's Workforce: 5 Generations" sits above a photo of six corporate colleagues, all smiles, standing together as a team made up of various ages, races, and genders.

Ah, the generation gap!

"They don't have any loyalty."

"They are disengaged with work."

"They are slackers with no work ethic."

Oops, did you think we were talking about Gen Z or Millennials?

Nope!

These were the common statements the Boomer generation used to describe Gen X when they first entered the workforce.

Boomers vs. Gen X...

Boomers had valued long-term employment with a single company.

Gen X had grown up witnessing corporate restructuring and layoffs in the 80s, so they were more willing to job hop for better opportunities.

Along with economic uncertainty, Gen X often grew up in divorced households with working parents. So they had little love for the traditional workplace and were viewed as cynical or disengaged at work.

While Boomers went through a period of economic hardship, they valued stability and the perseverance that saw them through it. Gen X was coming of age during the recession and found themselves quickly disillusioned with authority figures.

So it was that Boomers valued clear-cut hierarchies and Gen X questioned traditional power structures.

Fast Forward...

Millennials - born between 1981-1996

Gen Z - born between 1997-2012

Let's look at how Millennials and Gen Z grew up... to better understand why they differ in their views of today's workplace.

They were raised on participation trophies, with parents who blamed the coaches and teachers for, well, everything.

They grew up with iPhones (not flip phones!) with instant access to, again, everything.

Why do you think they have short attention spans? Could it be the millions of ads vying for their attention on every screen while they were growing up?

So many apps; so little time! With chimes, dings, and chirps there is no enticement to keep focus on any one thing... not when something else is constantly trying to lure away their attention. (Isn't that why every time management course tries to convince us to turn off all of those notifications!)

Like Gen X, they also entered the workforce during an economic downturn. The Dot-com Bubble burst in 2000. The Great Recession occurred during 2007-2009. This impacted the way their parents spent money, impacting their own feelings about work and financial security.

With news now all over social media, word travelled faster and bad news spread like wildfire. They grew up seeing no loyalty from workplaces to their employees.

Finding jobs, even entry level, was not as easy as it was for past generations. Dreams of internships were dashed by the Pandemic.

With public figures constantly in the news for the next drama or mishap, it was only normal for them to question or challenge authority figures.

They grew up with texting, not formal communication in hand-written letters with etiquette rules. Resumes were always electronic for them.

Google and the evening news aren't their source for information or news. TikTok is! And if they choose to verify what they see on TikTok, they go to Instagram. All in 90 seconds or less.

Instead of relying on 5-star ratings and reviews, the only criteria on these platforms for credibility is the number of likes or views. How can 1 million people be wrong?

Are you starting to see the difference?

Before we judge Gen Z and Millennial workers, we have to realize that we can't compare them to us.

They grew up quite differently and were exposed to a pace of technological advances that were straight out of the Jetsons for the rest of us (e.g., robotic vacuums, telehealth, zoom meetings, online exercise programs, online school and more!)

Let's talk about how to engage them...

Innovation and collaboration is in their genes.

They grew up with technology and change. They are stifled by your silos and multi-tier hierarchies. Set them loose on cross-team collaboration efforts. If we utilize their focus on moving forward, together, we can all benefit tremendously.

They need to feel momentum and progress.

Right now, they might describe that as a promotion because that is all that is offered in the traditional workplace. But what if you offered other ways to let them grow or let them lead, fulfilling their need to make a difference and cure their disengaged boredom?

They crave feedback and constant communication... that's how technology has trained them.

While it may seem frustrating to you, it's only because you are still focusing on traditional methods of communication and feedback. Think gamification... badges, milestones, views, and likes.

They embrace technology and are comfortable with change.

Utilize this in today's rapidly evolving IT landscape. We can learn from them. Let them share their ideas for innovation. Let them drive learning or trying out new technologies. Consider reverse mentoring to allow senior colleagues to learn from younger employees. This is just one way you can foster engagement with them.

They value flexibility, mental health, and overall wellbeing.

To you, it seems they are fighting the traditional workplace culture. To them, you are asking them to be tied to a desk for 8 hours in a row, when they could be so much more productive in other ways. Neither of you is right... neither of you is wrong. The proof is in the ability to test the waters before judging the preconceived results of assumption.

They want personalized development.

One-size-fits-all is the past. Everything today, even diet and exercise, has become custom to the person. Training and career paths aren't linear anymore. Not everyone wants the leadership path for recognition. It's time to think outside the box and connect with the individual for their future growth.

Reader, REPLY and let me know other ways your organization

has successfully engaged Gen Z and Millennials.

📩 When you are ready to focus on leadership development, company culture,

and engaging the next generations' colleagues,

I'm here and ready to guide your team on that journey. 📩