The Tribune

By Ian Ferguson

Much has been written on the behavioural tendencies of the different generations in the workplace. While much of this research has culturally diverse interpretations and meaning, there are certain truths that are globally consistent. Today’s dialogue hones in on the disparity between Baby Boomers and Generation X-ers, and the apparent ‘generational war’ at work when there is a lack of understanding, communication and accommodation between them.

This gap between Baby Boomers and Generation X-ers is often exacerbated when either generation is required to lead the other. Many ‘X-ers’, challenged with leading Boomers, have experienced pains and frustrations in managing older persons who naturally feel that their years and, perhaps, exposure qualify their position and thoughts to be ‘the right one’.

So many seem stuck in a time bubble, unwilling to accept the change and shift that has already taken place. Likewise, I am certain there are nuisances in the arrangement of ‘Boomers’ supervising the ‘X-er’, whose value systems, communication styles and views on productivity, efficiency and many other critical workplace essentials are different. Let’s explore further:

Today, Generation X refers to persons in the workforce between the ages of 50 and 30. Unlike their parents and grandparents, (Baby Boomers and Traditionalists), Generation X employees do not plan on staying with one job or company throughout their career.

Nor will they sacrifice their family for their job. Work/life balance is crucial for them. Their work ethics are different, but they bring unique strengths and abilities to the workplace that must be harnessed.

Likewise, Baby Boomers bring to the workforce great strengths, and must be encouraged to share and impart knowledge and skills to subsequent generations.

Here are some differences between the two generations in question that often create challenges at work.

• Generation X-ers’ seemingly have an insatiable appetite for technology and learning, while Baby Boomers are a little more apprehensive and still hold fears of new devicess. The Boomer celebrates when technology fails in the office, and we have to resort to the ‘manual’ or old way of doing and being.

• ‘Generation X-ers’ do not buy the notion of job security. They look for avenues to secure themselves through education and personal empowerment. The Boomer still looks to the employer for security and empowerment. Perhaps this is where this strong sense of entitlement comes, and they are distraught if overlooked or not recognised.

• ‘Generation X-ers’ hold fast to deliverables and merit/ salary based on performance and productivity. In our way of thinking, if you can do the job best, you should have the job. Boomers have seemingly accepted the notion that age equates to wisdom, and that longevity is the strongest qualifier for organisational roles.

• ‘Generation X-ers’ are comfortable challenging authority and asking the tough questions of management. They believe respect is earned, and not a natural right, even in corporate constructs. The Boomer sees this differently, as respect is given along lines of title (unless the leader is younger, for then there is reason to disrespect).

Now, then, let us hear the conclusion to the whole matter. How do we reconcile the differences that obviously take their toll on efficiency and productivity? Here are three simple tips to consider:

1. Focus on the goal

2. Accept that viewpoints will be different

3. Respect whoever the leader is despite the age (ancient or newbie-the leader is the leader).

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.