In the workplace, it is common to hear criticisms about different generations
"Older people have difficulties with technology".”
"The middle generation wants balance", but does not commit.”
The younger ones do not have patience for processes and hierarchies.”
But does this type of thinking really contribute to the formation of a more productive team
Each generation has its own culture, values and way of acting. And that is not a problem. The challenge is not to change anyone. The challenge is to understand, knowing how to coexist and get the best out of each profile
Understanding the differences is a first step. But, how to apply this in daily life
- Respect different working styles:Baby Boomers value hierarchy and stability. Generation X seeks autonomy and efficiency. Generation Y wants purpose and growth. Generation Z is digital, agile and fluid. None of these approaches is better or worse, they are just different
- Adjust communication:some prefer in-person meetings, other instant messages. They value detailed emails, other quick replies on WhatsApp. What works for one may not make sense for another
- Balancing experience and innovation:the most experienced bring strategic vision and resilience. The younger ones bring new approaches and speed of execution. The true differential lies in the sum of these forces
- Avoid forced changes and encourage adaptations:making everyone fit into the same mold doesn't work. The path is in mutual adaptation, and this requires patience and willingness to learn
Besides the generational differences, a study published in the Journal of Business and Psychology analyzed data from 584.000 people from 113 countries over 30 years, revealing that motivation at work is more related to a person's life stage than to their generation. Work tends to become more central until around the age of 40, when it starts to gradually lose its importance.
This data I, particularly, I already find it a bit controversial
This means that many perceptions about commitment and engagement at work may be more related to different moments in life than to a supposed "generational characteristic"
In theory, it seems simple. In practice, it is a daily challenge. But ignoring these differences only creates conflicts and reduces productivity
I prepared this explanatory document to make the differences more evident. There are many, but it is a fact
Baby Boomers (1946-1964)
- About the work:value job stability and demonstrate strong commitment to the organization
- Pressure for results:demonstrate resilience and dedication, frequently willing to sacrifice personal time to achieve goals
- Use of technology:they adapted to technologies throughout their career, although they may prefer traditional methods of communication
- Motivation:motivated by formal recognition and tangible rewards, such as promotions and salary increases
- Communication:do you prefer face-to-face communication or by phone, valuing personal interactions
Generation X (1965-1980)
- About the work:they seek balance between personal and professional life, valuing adaptability
- Pressure for results:tend to be pragmatic, seeking efficiency and practical solutions to achieve goals
- Use of technology:comfortable with technology, they use it as a tool to increase productivity
- Motivation:value autonomy and opportunities for skill development
- Communication:they use emails and phone calls, appreciating clarity and objectivity
Generation Y (1981-1996)
- About the work:they seek purpose in work and opportunities for personal development
- Pressure for results:may feel overwhelmed with high demands, valuing constant feedback and recognition
- Use of technology: Digital natives, integrate technology in all areas of work and communication
- Motivation:They seek jobs that align with their personal values and offer continuous growth
- Communication: They prefer instant messages and digital platforms, seeking quick and efficient communication
Generation Z (1997-2012)
- About the work:they prefer flexible and dynamic work environments, with an emphasis on innovation
- Pressure for results:prefer collaborative approaches and may resist traditional collection methods, seeking meaning in tasks
- Use of technology:highly proficient in new technologies, they hope that your digital experience is an integral part of the work environment
- Motivation:they seek diverse experiences and opportunities for rapid learning, valuing authenticity
- Communication:they predominantly use messaging apps and social networks, waiting for immediate answers
Therefore, the future of work is not about who is right or wrong, but about those who know how to create an environment where everyone performs better together. Agree
