by Marcia Zidle, Featured Contributor
A RECENT ENCOUNTER got me thinking about inter-generational interactions and communication in the workplace.
As a volunteer usher at a performing arts organization, I was given the wrong sign-in sheet by a millennial staff member who was chatting away with another staffer.
Later that same person brought “my mistake” to my attention by saying in an accusing tone: “You signed the wrong sheet.” There was 
no apology or taking of responsibility.
My first reaction was annoyance thinking, “It was your mistake, not mine. Don’t you know I’ve been working much longer than you…you should show some respect….where’s your work ethic?”
Once I got out of my righteous indignation, I looked back and realized that maybe I need to take some responsibility for not paying more attention in the first place. Also in the past, when I’ve observed her in action, as she dealt with patrons, she was professional. So that got me thinking!
Generational Differences
For the first time we now have four generationsin the workplace (traditionalists – baby boomers -X ‘ers – millennials) which presents interesting challenges and opportunities to leaders, managers, and their teams. So much has been written about the differences in traits, expectations, styles, preferences. But I’m wondering if we should also be looking at what are the similarities.
The Center for Creative Leadership asked this question:
Is it possible to work with and manage people from all generations effectively without pulling your hair out?
Absolutely! The following seven truths about generational conflict can help you look past the stereotypes and become a more effective leader to people of all ages.
- Everyone wants respect, trust and appreciation – they may define it in different ways
- Very few people love change. Resistance to change has nothing to do with age; it is all about how much one has to gain or lose with the change.
- Office politics is reality – no matter what your age. Most realize that political skills are a critical component working in organizations.
- Loyalty depends on the context not on the generation. People stay or leave a company based on their boss, opportunities, stage of life and other factors.
- It’s as easy to retain a young person as it is to retain an older one. It depends on what’s important to them. Age defines a demographic not a person.
- People of all generations want to make sure they have the skills and resources necessary to do their jobs well. The ability and desire to learn continues throughout life.
- Everyone wants to know how they’re doing. Feedback is desired but no one likes only negative feedback; they also want positive as well
Smart Moves Tip:
When generations fail to communicate and interact effectively in the workplace, we may see a negative impact on the bottom line – performance, productivity and profitability are trending downward. So the next time you start thinking negatively about a specific age group, stop and ask yourself: What do we have in common that I can tap into? How can I see them and the situation differently? By the way, my working relationship with this millennial has grown as I’ve gotten to know her better.
