Boomers in Your Workplace
The Company Generation Gap....Boomer style
Boomers vs. "Millennials"
No, this isn't a headline from a bad Wrestling Mania episode.
This is a growing problem between:
♦ Boomer Bosses & young employees...and
♦ Young workers & Boomer clients... in the halls of commerce large & small.
Baby Boomers certainly know what it feels like to be on the young side of a huge generation gap.
Now we're on the gap's other end...and not always handling it well.
But then again, neither are the "youngsters" coming into the workforce.
The young staff in the nation's companies, known as 'Millennials' because they began to enter the workforce at the beginning of the new millennium, have some distinct differences from their Boomer counterparts/clients, like:
Boomers on the other side of the proverbial aisle, have had very different life & career-forming experiences:
No, this isn't a headline from a bad Wrestling Mania episode.
This is a growing problem between:
♦ Boomer Bosses & young employees...and
♦ Young workers & Boomer clients... in the halls of commerce large & small.
Baby Boomers certainly know what it feels like to be on the young side of a huge generation gap.
Now we're on the gap's other end...and not always handling it well.
But then again, neither are the "youngsters" coming into the workforce.
The young staff in the nation's companies, known as 'Millennials' because they began to enter the workforce at the beginning of the new millennium, have some distinct differences from their Boomer counterparts/clients, like:
- they have been dubbed the "Everybody Gets a Trophy" generation because they were raised with & became accustomed to regular praise & rewards for their efforts at school and play (which is now evident at work)
- they consider technology their "sixth sense" in that is it as integral to their existence as the other 5, which lends to a need for quick answers, what seems like an ADD need for constant change and information, and abbreviated communications
- they don't see their career (& therefore your customer) as the driving identifying force in their life, which can undermine your sales/customer service priorities
Boomers on the other side of the proverbial aisle, have had very different life & career-forming experiences:
- their careers (& the associated "the customer is always right" ethic) have been the focus of their identity (both men & women);
- as bosses this is considered an imperative for career advancement (including the level of sacrifice they made to attain it) - as customers, the above service ethic is a must;
- they understand the importance of technology but believe it has its place behind more traditional forms of communication/operation - this is important to both Boomer bosses & customers they were raised by a generation who believed excess praise or reward for expected behavior was unnecessary or even wrong, so don't believe in it for themselves/others
How to Handle Multiple Generations in a Workforce
Each generation, whether in leadership positions or not, have their own set of work ethics and expectations that imbue their interactions internally (with other team members and management), and externally (with customers/clients and other organizations important to your business).
Research shows clearly that, because this is the first time in history so many generations are working side-by-side in the workplace (The Greatest Generation/Traditionals; Boomers, GenX, GenY, and now Millennials), many of the personnel problems experienced today are generationally based.
- Traditionals have a powerful work ethic and value investing in the future
- Boomer also have a strong work ethic but tend to put greater value on competition, maintaining control, and the "here and now"
- Gen X'ers are more focused on outcomes than processes, and have a generational tendency toward distrust (particularly of Boomers)
- Gen Y are more loyal to their career goals than to the company, so must see the benefit to them personally
- Millennials are described in greater detail above.
From ineffective teams to unhappy customers, the root of the unhealthy interactions that are costing your company dearly, can be found, and fixed, with an understanding of what each generation needs to get the most value from them, and then how the generations can better function cohesively, rather than divisively.
Only someone with expertise in generational characteristics along with proven team-and leadership-building capacities, can uncover and remedy this growing problem. Choose a seasoned consultant who can teach you how to recognize, and capitalize on each generation's strengths, provide programs designed to develop cross-generational cohesion that translates into improved team work, and leave you with a much healthier, and happier, culture that will save you money while increasing your revenues.
Dispelling a Few Myths About Your Boomer Workforce
When it comes to working for someone else, Boomers have distinct qualifications, but must also fight some inaccurate if not at times downright insulting stereotypes (we cost more to hire... we will call off sick too much... we won't do a good job because we're just waiting to retire...).
Not only has research shown these to be untrue, but all the major business authorities are saying that hiring a Boomer is just what a company wants to do!
According to findings by Penn State professor, Diane Spokus, a faculty member in health policy and administration, exposed a few myths surrounding older workers left over from the last century, based on a very different economic environment, and a generation now long retired with a huge labor force following in their footsteps (Boomers).
Here's just a few from our review of the research:
Myth #1:
It costs more to retain older workers than it does to recruit younger workers.
Fact:
Many older workers may receive higher salaries, but when replacement costs are factored in for the higher turnover of younger workers during their early years of employment, the cost is actually equal to or can be less than those associated with hiring young.
Myth #2:
The costs for health and other benefits are higher for older workers.
Fact:
Today’s older workers have fewer acute illnesses, while younger workers have more dependents. So in reality, overall benefits may work out to be the same for older and younger workers. Additionally, a study by employee assistance program provider ComPsych found that older workers (in their 50s or 60s) are more likely to have healthy diets, exercise regularly, and have lower stress levels, than workers in their 30s.
Myth #3:
Boomers can't learn or embrace new technology
Fact:
Boomers were the first to embrace new technology...eg computers when they were first introduced to the workforce waaaaay back in the 1980's (remember DOS and what looked like the "bouncing ball"?...), and we continue to do so. The only Boomers who traditionally don't embrace the latest technologies and their uses are those no longer in the workforce...because they don't need them for their quality of life; and even some of those folks are using the latest trends like social media, internet shopping/dating, and IPods simply because they enjoy them.
In essence, the companies are better off when they retain Boomers rather than erroneously pushing them off the payroll.
Not only has research shown these to be untrue, but all the major business authorities are saying that hiring a Boomer is just what a company wants to do!
According to findings by Penn State professor, Diane Spokus, a faculty member in health policy and administration, exposed a few myths surrounding older workers left over from the last century, based on a very different economic environment, and a generation now long retired with a huge labor force following in their footsteps (Boomers).
Here's just a few from our review of the research:
Myth #1:
It costs more to retain older workers than it does to recruit younger workers.
Fact:
Many older workers may receive higher salaries, but when replacement costs are factored in for the higher turnover of younger workers during their early years of employment, the cost is actually equal to or can be less than those associated with hiring young.
Myth #2:
The costs for health and other benefits are higher for older workers.
Fact:
Today’s older workers have fewer acute illnesses, while younger workers have more dependents. So in reality, overall benefits may work out to be the same for older and younger workers. Additionally, a study by employee assistance program provider ComPsych found that older workers (in their 50s or 60s) are more likely to have healthy diets, exercise regularly, and have lower stress levels, than workers in their 30s.
Myth #3:
Boomers can't learn or embrace new technology
Fact:
Boomers were the first to embrace new technology...eg computers when they were first introduced to the workforce waaaaay back in the 1980's (remember DOS and what looked like the "bouncing ball"?...), and we continue to do so. The only Boomers who traditionally don't embrace the latest technologies and their uses are those no longer in the workforce...because they don't need them for their quality of life; and even some of those folks are using the latest trends like social media, internet shopping/dating, and IPods simply because they enjoy them.
In essence, the companies are better off when they retain Boomers rather than erroneously pushing them off the payroll.
