Bridge the Gap: Generational Dynamics in the Modern Workplace

More and more octogenarians opt to work well past their retirement age, while many teenagers choose to start internships earlier. This indicates that there is a greater generational variety in the workforce than ever before. In other countries, as many as 5 different generations work together, while in India, at least 4 generations are working together. Also, in 2023, the global median workforce age was 39.5 [1], whereas the median age of the Indian labour force was only 28.4 [2]. A significant portion of the Indian workforce must deal with intergenerational interactions from both inside and outside of their office as they engage with clients and co-workers from around the world.

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Overcoming cultural differences is given a lot of importance, but have we considered how to take advantage of and manage generational differences?

Before trying to answer that question, it is important to understand what might have influenced the way each of these generations think and act. There is a wealth of material available regarding the factors that led to the generation gap in the US and other nations, but in this article, we will concentrate on what happened in India during each generation's formative years[3].

Note: Based on which sociologist you speak with the years for each generation might be slightly different.

Boomers (born ~1946-1964)

I deserve a better life!

Born immediately after the Indian independence, a lot of the Boomers had to deal with poverty, struggles for sustenance, low rates of literacy and Indo-Pak wars. Despite this, they had hope that things would improve because of the post-independence nationalistic pride that had grown among them.

As a result, their focus was to build a better life for themselves and their family. Financial well-being was their top priority.  Their main career motivations were stability and monetary benefits.

Gen X (born ~1965 – 1980)

Keep it real!

Some of the nationalistic pride was fading, as ongoing hostilities with neighbouring countries, political turmoil during the emergency period and vast differences in wealth created dissatisfaction. Families were also beginning to become more nuclear, which meant that more children were growing up knowing how to cope on their own.

For the Gen Xers, individualistic independence became more important. Rather than seizing every chance that presented itself, they focused on careers that allowed them to showcase their skills.  They also became less trusting of authority figures and began to critically examine any information.

Millennials (born ~1981 – 1996)

Life is a cafeteria!

This period witnessed a huge change in economic growth. India eased many corporate laws, which helped manufacturing advance. Improvements in technology and education also occurred during this time. Parents of millennials also overcorrected by becoming more child-centred in their nuclear families.

For millennials, often known as Gen Y, this meant an optimistic outlook and a variety of choices! They grew more accepting of different viewpoints with constant affirmations from their parents. Their professional goal shifted to serving the larger community rather than just themselves and their family. They also started to be impacted by global changes since they were the first generation to be globally connected.

Gen Z (born ~1997 – 2012)

I am coping and hoping!

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Growing up in a more socially connected world, Gen Zers were impacted by both domestic and global events. Their era was affected by the rapid advancement of technology, the ease of communication, consumerism, and shifting economic opportunities. Concerns about the environment, discrimination, and terrorism all increased during this time.

The previous generation's optimism was replaced by a generalised sense of nervousness about both the world and themselves. Their professional aspirations merged into a mosaic of inclusivity, sustainability, and individualism. Additionally, they readily accept information from the internet and find it incomprehensible when it contradicts what they experience in real life.

Now that we know them a little better, how does this affect their work life?  

Specifically, we will focus on where to position them best at the workplace, how to communicate with them effectively and what their preferred mode of feedback [4] is.

Note: The behaviour trend holds good for most cases, but for every rule, there is always an exception. You know your team intimately!

Their best versions

Here are some ways you can leverage the full potential of each generation.

Boomers are excellent life coaches since they have experienced a lot in life. The younger generation will benefit from the numerous scenarios and the findings that may be drawn from them.  

Gen Xers are the ultimate latchkey kids. Give them a challenge, and they will gladly set off to find a solution on their own. When something is impossible, they will not sugarcoat it for you.

Millennials are incredibly confident, technically proficient, and upbeat. You will have their whole support if you can demonstrate the worth of what they are generating.   

Gen Zs need brief, interesting work in short intervals. As long as the instructions are precise and unambiguous, you can even use them on several projects at once.

Their expectations

The following are some common themes of what every generation expects, whether they express it aloud or not.

Boomers prioritise the bottom line since, in their formative years, money was their primary motivator.  When they take on any work, they anticipate being aware of the financial gain.

No frills, no bells, no whistles for Gen Xers. They anticipate that you will not oversell the work you assign them—just that it must be completed.  

Millennials adore coming up with ideas for their work. They enjoy discussing everything with a group, no matter how minor.

Gen Zs prefer brief and engaging meetings. They expect you to provide them with the information they require only at the appropriate time.

Communication

As of 2023, 86% of employees and leaders say that poor communication and collaboration are the main reasons why things go wrong at work. A company must use a variety of communication channels that are targeted at the appropriate audience in order to maintain inter-generational dialogue.

Boomers lean towards face to face interaction or formal written communication.

Gen Xers have adapted to technology and generally prefer emails for traceability, either formal or informal.

Depending on the situation, Millennials waver between emails or instant messaging, typically casual and not too formal.

Gen Zs are social beings and its no surprise that their favorite mode of communication is instant messaging or social media. Audio or video is preferred in most cases, especially if the content is longer.

Feedback

In the corporate world, providing feedback is a standard activity. However, the frequency and kind of feedback should be tailored to the specific needs of each generation.

Boomers prefer annual evaluations with verified data. Although they would rather discuss in person, they also want the same as written input.

Gen Xers expect consistent, frank comments without downplaying areas in need of change. As long as it is clear and targeted towards improving them, they do not care how or where it occurs.

Millennials need positive reinforcement frequently. They can be sensitive and do not handle direct criticism well, it is necessary to soften even unfavourable feedback.

Gen Zs want brief, direct and real-time immediate inputs, ideally through a screen-based medium that they may share publicly if they so choose!

The key to working with diverse groups of individuals is managing expectations. We try to recognise and accommodate cultural differences when working with multicultural individuals. Differences between generations work in the same way. When the expectations of each generation are not met by reality, conflict occurs. To effectively manage a varied group of people, one must be aware of their expectations and make every effort to balance them.

Want to discuss more about how to build bridges between your workforce? Reach out to me!

1 https://www.statista.com/statistics/996530/median-age-global-labor-force-years/

2 https://www.ey.com/en_in/india-at-100/reaping-the-demographic-dividend

3 https://hbr.org/2009/02/global-generations-focus-on-in

4 Generational Diversity in the Workplace by Andy Stanley