10 FACTS ABOUT THE

MULTIGENERATIONAL WORKPLACE

Copyright © 2017 by Candace Steele Flippin.

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Generational shifts are evolving the modern workplace…

In today’s dynamic workplace, employees and employers are constantly

adapting to a new employee mix, ever-changing technology, and

inventive service offerings. Long-held assumptions are frequently being

reexamined. Age is no longer synonymous with seniority.

New ideas aren’t always presumed to be better. Even lines between

industries are blurring as innovation transforms consumer expectations

by the day.

One consistent theme is that the workplace is more personal than ever.

It’s no longer enough to define work solely as what we do. Now, what we

do is part of an intricate tapestry of who we are, how we work, and why

we work.

1

…are you ready?

“No matter what generation we are in, as leaders, we have

to be able to understand and connect to our teams or our

people, no matter what level or what generation they are a

part of in order for us to be successful.” - Gen X Male

In many work environments, simmering “us versus them” perceptions among

the different generations of employees have a significant influence on

workplace culture and, ultimately, overall success. A long employee track record

is still valuable, but there are many other ways to measure value too. An

employee’s generational identity is shaped by different experiences, priorities,

expectations, work styles, and motivators. This identity influences an

employee’s performance and, in turn, his or her overall contribution to and

connection with an organization.

As Baby Boomers begin to retire, and Generations X, Y, and Z continue to grow

within the workforce, there is no time like the present to bridge the “us versus

them” gap, align visions, and build productive relationships moving forward.

The modern workplace can have up to five generations

Generation groups are associated with people who were born around the

same time frame and share values and behaviors based on the events

that occurred when and where they were born.

While the age ranges associated with the various generations vary, the

most common years associated with the generation groups are:

Traditionalist born 1922–1945

Baby Boomer born 1946–1964

Generation X born 1965–1980

Generation Y (Millennials) born 1981–1995

Generation Z born after 1995

2

With approximately 10,000 Baby Boomers in the U.S. reaching retirement

age every day, in the next decade, most Baby Boomers will have moved

on from their primary roles into retirement or started a second career.

Those vacated Baby Boomer jobs and management roles will create

opportunities for Gen X and Millennials. For Baby Boomers who aren’t

ready to retire, they may start their own business or rejoin the workforce

in a new capacity and compete with younger workers.

It will also mean that, moving forward, your boss may be younger and have

less overall work experience than you.

In the next decade, most Baby Boomers will have retired or moved on to their “second act”3

With each generation, more women are gaining education and training to expand their opportunities4

Women have made great strides in attaining higher education and increasing

their participation in the U.S. workforce (Pew Research Center, 2015). Women

comprise nearly 50% of the total U.S. labor force. Nearly 52% of the most

highly compensated management and professional jobs are now held by

females. However, women lag behind men at all levels of senior leadership

(i.e., board of directors, CEO, C-suite positions, and other executive-level roles).

As the number of women in roles historically held by men grows, and more

women join the leadership ranks, their values will begin to have increasing

influence in the workplace.

While historical events and the economy have played a role in shaping most of

our perspectives, the ideal of the “American Dream” is still meaningful for the

majority of Americans. My study also found that belief in the American Dream

was positively correlated with career outlook.

Percentage of Americans by generational group who believe the American

Dream is still achievable*:

Gen Zers: 95%

Gen Xers: 83%

Gen Yers: 88%

Baby Boomers: 80%

*Based on study results, n=1,000

Most people still believe in the American Dream5

6

Generation Group Top ranked aspect of the American Dream

Baby Boomer Financial security

Gen X Financial security

Millennials (Gen Y) Being able to achieve goals

Gen Z Being able to achieve goals

Knowing that how people feel about attainment of the American Dream can

influence their career outlook, I sought to better understand perceptions of the

American Dream. I asked 1,000 participants to rank six concepts – being able to

achieve goals, financial security, ability to pursue education, freedom of speech,

building a legacy, and home ownership – based on how important they are to

their vision of the American Dream.

The most important aspects of the American Dream vary by generation group: Gen X and Baby Boomers want financial security; Gen Y and Gen Z want to be able to achieve their goals

The data suggest that Gen X and Baby Boomers prioritize being able to have the

resources necessary to have stable lives, perhaps based on what they have

invested in their careers and the resources saved over the course of their

careers.

Generation Z and Millennials (e.g., Gen Y) want to be reassured that if they put

in the effort to pursue a goal, their hard work will pay off or be rewarded.

As we grow and develop and assume more responsibilities during our

careers, typically we encounter some type of trade-off. It could be a choice

between more income or less free time.

When examining work-life balance and promotions, my study found that

work-life balance is more important than getting a promotion for Gen X, Gen

Y, and Gen Z.

Baby Boomers ranked getting a promotion as more important than having

work-life balance.

The younger generations prefer work-life balance over getting a promotion7

In my recent study, career ranked near the bottom of the list of priorities

for most Millennials. The rankings, from most important to least important,

were:

1. Relationships

2. Happiness

3. Health

4. Finances

5. Career

6. Faith

Career is not the most important ranked personal value for Millennials8

Participants were asked to rank six personal concepts—career, relationships with family and friends, financial security, faith, health, and happiness—in order of importance to them.

Relationships tend to be the number one personal value for women of all generation groups9

Generation Group Women Men

Baby Boomer Relationships Relationships

Gen X Relationships Health

Millennials (Gen Y) Relationships Relationships

Gen Z Relationships Happiness

Our values define what is important to us and help guide our behaviors. When

asked to choose what was most important to them in their life right now from a

personal perspective, women selected relationships.

Participants were asked to rank six personal concepts—career, relationships with

family and friends, financial security, faith, health, and relationships—in order of

importance to them.

Everyone has something to offer10There is a great deal of conversation about the negative aspects of the

various generation gaps. However, there are many positive sentiments too.

The key to unlocking that potential is to get to know, embrace, and

support the generational identities that make up today’s multigenerational

workplace.

I had to remind myself many times in the last couple of decades that I can’t be frustrated with my 25-year-old employees for not being 50 years old. I have to allow them to be 25 and allow and acknowledge that they are still learning. - Gen X Male

I guess I would be considered a millennial…. I feel like they get a bad rap, personally. If people make comments, I try to remind them that most generations prior had the same reputation. - Gen Y Female

Learn more…..

Generation Z in the Workplace: Helping the Newest Generation in the Workforce Build Successful Working Relationships and Career Paths

By Dr. Candace Steele Flippin

Available online at www.candacesteeleflippin.com