Each Sunday our goal is to share a piece of gold with you. Some small piece of information that helps you to have a better week and achieve a better outcome.  

For the first time in our history, we have 5 generations in the workplace. While this creates incredible opportunity, it also has its challenges. Trying to serve all generations to ensure they are setup for success means that we must take some extra measures.  

The generations are categorized by some as:  

Name  Dates they were Born Between 
Traditionalists (or the Silent Generation)  1928 – 1945 
Baby Boomers  1946 – 1964 
Generation X  1965 – 1980 
Millennials   1981 – 1996 
Generation Z  1997 – 2012 

Each of these generations have unique perspectives and preferences.  

Some examples (from SHRM):  

Generation  Relationship with Organization 
Traditionalists   Tend to be loyal to the organization 
Baby Boomers  Tend to be loyal to the team 
Generation X  Tend to be loyal to a manager but perceive their career as just one part of who they are.  
Millennials   Tend to be loyal to colleagues and see their career as an opportunity to add value and contribute.  
Generation Z  Tend to be loyal to the experience and see their career as a way to grow.  

 

Generation  Relationship with Authority  
Traditionalists   Tend to have respect for authority and the hierarchical system, where seniority and job titles are valued. 
Baby Boomers  Tend to challenge authority and desire flat organizations that are democratic. They tend to have the mindset of “let me show you what I can do for you.”  
Generation X  Tend to be unimpressed by authority and expect their competence and skills to be respected. 
Millennials   Generally, respect authority figures who demonstrate competence with a perspective that tends to be “show me what you can do for me right now.” 
Generation Z  Respect the process and follow direction but want to be engaged. Management should not have a one-way conversation with them. 

 

Generation  Work Styles  
Traditionalists   Tend to be linear and follow the rules, thinking that change is necessary primarily when something is broken 
Baby Boomers  Enjoy a structured organization. They challenge the rules, but are cautious about change. 
Generation X  Tend to be flexible, want to change the rules and see change as opportunity. 
Millennials   Have more fluid work styles and expect to create the rules with change equaling improvement. 
Generation Z  Tend to be agile and seek balanced rules, seeing change as simply reality. 

 

Generation  Preferences  
Traditionalists   Retirement programs 
Baby Boomers  Strong healthcare options 
Generation X  Hybrid work arrangements 
Millennials   Mission-driven work 
Generation Z  Socially responsible companies 

It isn’t that the generations don’t appreciate some of the same things as each other. However, if you are going to retain and/or serve talent within the different groups, you must understand the areas that are most important to each and create a healthy balance that best aligns with the culture of your company.  

Often, the challenges emerge when the different groups are working together, not just from a “top down” structure. One generation may think: “A supervisor said the work needs to get done, so simply do it…” while another might seek to understand why the work needs to get done.  

As a result, it may be necessary to do different trainings or have some courageous conversations within teams to help them successfully operate together.  

These differences can certainly create challenges, but when you build the culture to recognize both the gifts and preferences of the different groups, the diversity can truly make your organization a better place.  

The goal of AoD is to build better leaders who run better companies and change the world. Better leaders doesn’t just mean in the office, but at home too. If you’d like a copy of our Perfect Week Template, purchase your copy of Adapt or Die here and then go to adaptordie.com/assets to get started. I hope you enjoy it and figure out your perfect week!