Do you work with younger people and wonder how they can text and talk at the same time?  Do you find your baby boomer boss is a bit of a workaholic?

For the first time in history, there are four generations in the workplace. Each generation has a distinct attitude, a unique work style and its own expectations.  This dynamic combination of generations working together can easily cause conflict, confusion and misunderstanding. For example, younger workers tend think older workers are too serious and put too much emphasis on their work life. Baby boomers often view the younger generation as not always having a strong work ethic or a willingness to start at the bottom and work their way up to the top. 

Our use of technology illustrates major generational differences in communication. Gen Y'ers, the youngest group now in the workplace, is totally comfortable using virtual problem solving, while boomers often expect a phone call or an in-person meeting to talk through important topics or issues.

Teamwork and collaboration can be impacted heavily as generational differences deal with the practical realities of organizational change, motivation, management style and productivity.

Research shows that people communicate in the workplace based on their generational themes and are influenced by major historical events. Current studies describe four major generation groups now working together.

The Silent Generation (1925-1942)  36 Million

This generation has been influenced largely by World War II, TV and the Korean War and is known to be patriotic and civic minded. They respect authority and are loyal to their employers. They firmly believe that the “American Dream” is achieved through hard work, dedication and self-sacrifice. 

The Baby Boomers (1943-1960) 74 Million

The “Me” generation represents one of the largest generation groups currently in the workforce. They tend to be idealistic and have been strongly influenced by the series of assassinations, the Vietnam War and Civil Rights movement. Boomers are driven to achieve economic success, although may be skeptical that hard work is actually rewarded. 

Generation X (1964-1981) 43 Million

The MTV Generation was significantly affected by Watergate and Iran Contra scandal, layoffs and downsizings of parents.  These “Latchkey Kids” are driven to achieve, highly competitive and entrepreneurial and motivated by financial gain. The Xers tend to be skeptical about close relationships and politically apathetic.

 The Millennial (1982-2000)  78 Million

Sometimes referred to as “Nexters,” “Echo Boomers” or “Generation Y,” they have been influenced by the Monica Lewinsky scandal, school shootings and 9/11. They generally feel close to their parents and their “helicopter parents” closely watch over them. Millennial believe and respect authority but believe respect should be reciprocal. They are technically savvy, adept at multi-tasking, savvy consumers and enjoy the team approach. They are likely to change jobs 5-6 times during their lifetime. Y'ers tend to be civic minded and politically conservative.

Both Drexel University Solutions program (http://goodwin.drexel.edu) and Temple University’s Intergenerational Center (http://templeigc.org/) offer training and special programs that focus in understanding and working with generational differences. 

While it is important to avoid stereotyping based on age, it is helpful to understand that we are all shaped by major events and by cultural shifts in our lives. It is easy to think that your way is the best way. After all, that’s how you were brought up. However, to work effectively, build strong teams and enhance productivity, we need to understand and embrace generational differences. Learning how to capitalize on these differences can contribute to achieving organizational goals and result in a more interesting and happier work environment.