Avoid Falling Into the Generation Gap

Jennifer Fry Ture Consultant

We’re all aware of some pretty stark differences between generations—imagine a big get-together with your extended family and the way grandparents, aunts and uncles, parents and children all interact, and you’ll get a decent picture of how one generation can differ so noticeably from the next. Outside of family dynamics, though, generational differences can affect any number of regular interpersonal interactions, including those in the workplace.

Depending on which generation you belong to, employers, along with most other people, hold certain pre-conceived beliefs and opinions about you. Simply popular perceptions and stereotypes, these ideas still resonate fairly clearly for most people, and can affect the way you are perceived in an interview or on the job.

Consider the ways your generation is perceived—whether or not these perceptions are accurate in your individual case—and use that knowledge to change or reinforce your work habits, or possibly to break a stereotype or two.

Traditionals (born before 1945):

• Prefer formality and hierarchical power structure.
• Feel they deserve more respect based on age and experience.
• Sensitive to continuous feedback.
• Among the most loyal employees.

Baby Boomers (born between 1945 & 1965):

• Work defines self-worth.
• Credited with starting the “workaholic” trend.
• Somewhat uncomfortable with authority figures.
• Sacrifice personal life for work.

Generation X (born between 1965 & 1980):

• Prefer an equal balance between personal and professional lives.
• Work only as hard as necessary.
• Loyalty to co-workers over company.
• Less impressed and/or intimidated by authority.

Millennials (born between 1980 & 1999):

• Less process-focused, more results-focused.
• Stereotyped as slackers.
• “Me oriented”; loyal if committed to project/idea.
• Seeks respect, attention to opinions and ideas.

______________________________________________________________________________ Ture provides scalable, strategic solutions to organizations seeking affordable, web-based outplacement services. Using a Web 2.0 e-learning platform that delivers affordable, online career transition services, Ture provides a high-tech and high-touch blend of on-demand career transition education supported by senior-level career consultants to help displaced workers reenter the workforce quickly.