Bridge the gap

It’s not always easy to see things from the perspective of younger or older crew members. Anne Houlihan of Elevated Leadership International in Rancho Cucamonga, Calif. helps these different groups connect to find common ground.

Can you give us a brief definition of the different generations?

Although they are no longer part of the workforce, the Veterans (also called the Traditionals) were born between 1922 and 1946. Baby Boomers, born between 1946 and 1964, embraced many of their values, such as the willingness to sacrifice to get ahead. Boomers are well-educated. Although they question authority, they generally have an excellent work ethic.

Generation X was born between 1964 and 1980. Look for independent, family oriented and socially responsible workers.

Generation Y, which are also known as Millenials or the Nexters, were born between 1980 and 2000. These young people are technology savvy, loyal, and require work/life balance.

How about some specific attitudes of each regarding work ethics, family values and other characteristics you've noted?

Baby Boomers are motivated, hardworking and loyal.

Gen X were the latchkey kids who watched their parents forge a new workplace. They were also the first generation to grow up with technology. As such, this generation cares more about productivity and less about the number of hours spent on the job. They value freedom, expect change and thrive on diversity.

Millennials are a generation entrenched in technology. They are the consummate multi-taskers and bore easily. Because they best understand how to maximize and leverage the new technology, they value a balanced lifestyle and equality on the job. They express creativity and are learning oriented.

Of course there are differences, but what are some similarities?

All employees appreciate freedom from pressure to perform their job. In addition, all value good organizational skills – both from supervisors and fellow employees. 

Why is it important for a superintendent to understand these basics?

As more and more people from the youngest generation enter the workforce and work alongside the most senior employees, many managers are learning that a one-size-fits-all management style simply does not exist. It's important to understand each generation's values and draw on the strength of each one.

Once you know which of your employees fall into the various generation groups, you can help them understand each other so they can focus on each other's strengths. Current research indicates that the majority of conflicts arise from the value differences of the age groups rather than the actual age difference itself. So it's more about "my values are the right ones and yours are not."

For example, Boomers may think the "young kids" in the workplace are lazy, while the Millennials or Generation X'ers may think the Baby Boomers are too rigid. However, if all the generations are open-minded, they can learn much from each other.

How can learning these principles help you in day-to-day operation?

Drawing on the strengths of each generation is key. Having an open dialog, thus creating smooth processes, results in a successful team.

Are there any exercises or techniques a manager can use to help foster communication in the work force?

Try having weekly team meetings to communicate. Present any challenges as how "we" as a team can come together to implement solutions. Strive to create cohesiveness and collaboration rather than separateness and division on the team or department.

Any other thoughts?

Realize that each generation brings wonderful strengths to the workplace. And while focusing on our own individual strengths is certainly important, imagine how much more effective everyone on your team could be if you each learned from the strengths of others as well. So publicly acknowledge what each generation's strengths are and encourage everyone to share their viewpoints and values with the group. Once you get the dialogue started, the learning naturally follows.

Anne Houlihan is president and CEO of Elevated Leadership International and owner of Satori Seal, an international sealing company. Visit www.elevatedleadership.com or call 951.235.5405 for more information.