We’re always looking for ways to support our clients better, and we realize that one of the main things we must do is take into consideration who we’re working with… staff and the people we’re providing service for.
At my age, I feel like I’m in the middle of the workforce. Because of the service we provide, many of our clients are baby boomers and older Gen X. Baby boomers are those born between 1946 and 1964, and Gen X is 1965-1980.
Baby Boomers (1946 – 1964)
Baby boomers are known for strong work ethics, high company loyalty, and a preference for hierarchical structures. Additionally, they value in-person collaboration and professional recognition, things like titles, awards, corner offices, and reserved parking spots.
So, when dealing with boomers, we’re forced to be a bit more buttoned up, if you will.
Generation X (1965 – 1980)
When it comes to Generation X, these individuals are known for being more independent and self-reliant. They’re also known as latchkey kids because many of them were accustomed to both parents having jobs and returning to empty homes after school.
This created a generation of people who could work in autonomy. They are pioneers of work-life balance. They tend to care less about being super corporate and office politics.
What makes this generation so interesting is that they clearly remember a world before advanced technology, but many of them are highly proficient with modern technology. Therefore, they can communicate well with older and younger colleagues.
Preferred communication styles began to change with Gen X, particularly the younger ones. They aren’t too fond of unnecessary meetings, and they prefer quick responses, not long-drawn-out presentations. They’re less formal, and they have a “just get it done” attitude.
Millennials (1981 – 1996)
Now that most baby boomers are retired and Gen X is starting to leave the workforce, millennials are now the largest segment of the modern workforce. Some of their characteristics are flexibility, continuous development, and they are looking for work that gives them meaning. They are even referred to as digital natives because they were the first generation to grow up with the internet.
Some of their characteristics include being purpose-driven, and they want their work to be aligned with their personal values and ethics. They crave continuous feedback. They don’t mind engaging in things like having mentors or someone helping them work through things, personally or professionally.
They are more tech-savvy and are comfortable using technology to reduce competitive work. Unlike Gen X, millennials tend to prefer team-oriented environments as opposed to working in silo.
Even though many millennials are hardworking, reports show they have the lowest levels of engagement at work because of the lack of meaningful connection to their company’s mission.
Generation Z (1997 – 2012)
Today, Gen Z is starting to enter the workforce, making them the new kids on the block. They are the first true digital natives. So far, it doesn’t look like they care anything about the hustle culture. Their thing is efficiency and well-being.
Since they are so digitally fluid, they’re looking for the latest/greatest tech tools to help them automate tasks.
They are highly pragmatic, and they like stability. They’ve witnessed economic recessions; they see what so many before them have gone through with student loan debt.
Some reports show they have more of an entrepreneurial mindset and aspire to run their own business.
They are familiar with the term burnout, so they don’t see work-life balance as a perk; they view it as non-negotiable. They clearly defined boundaries.
Gen Z is also the most open about prioritizing their mental health.
Other characteristics, they like quick, direct communication, like instant messaging, and you may notice that they like visual aids like emojis and short-form videos. They also like frequent feedback and real-time feedback.
Conclusion
Understanding the difference between these groups can help shape how companies move forward. Leaders can tailor training and the way they communicate better, and organizations can market their products and services more effectively by knowing each group’s characteristics.
Do you agree with these distinctions? Leave me a comment below.