Generation

I. Questions about the Generations

Do you wonder why generations shop differently, vote differently and have different notions
about work ethic? You’re not alone!

There are generational differences and generation gaps everywhere—at the bank, in the grocery
store, the classroom and the doctor’s office.

To better integrate into your workplace:

 Study the generations around you.

 Use your understanding to give the ability to lead, market to or innovate with the
multi-generations workplace and marketplace.

 Formulate and design strategies that can help bridge the generation gaps.

Generational studies are constantly evolving as each generation reaches new life stages and
creates new ways of working, retiring, shopping, or just hanging out.

Following are top questions people ask about the Generations (Generational Edge).
1. What is the definition of a generation?
 Your generation is simply the group of people who grew up around the same time you did.
 Of course, each person is an individual, yet all the members of a generation shared many of
the trends of the times: —technology, the economy, educational trends and parenting tends
for example—and developed similar attitudes and traits in response to those trends.
 Talking about generations does not mean we are putting people in boxes.
 I cannot really know you just because I know your generation.
 But knowing a person’s generation does provide some powerful clues about how his or her
generation is likely to behave when building a career, shopping, managing money, voting,
communicating, and a whole host of other things you would not expect.
 Even the way we get dressed to go to work or get the news throughout the day is gen-
specific.
 It is important to remember that every person is an individual.
 But looking at people through a generational lens offers us some level of predictability when
we want to reach, engage, inform or persuade a large cross-section of a population.
 That's how you can find keynotes on marketing to and innovating with multiple generations.
2. Are there groups that do not fit generational patterns?
 Of course! Cuspers are good example.
Cuspers are born during the years at the end of one generation or the beginning of another.
They tend to have characteristics of both generations, making them good “translators” and
natural leaders.

 Family makes a difference too. If you had older parents or grew up with older sibs, you may
behave more like generations older than you own.

 Other groups that tend to be different from their gen cohort are people who grow up in the
military, on farms, or working in a family business. That gives them experiences and a
perspective from outside the mainstream culture.

 Finally, first-generation immigrants tend to be a little different. Typically, they have the values
and traits of a belonging generation—working hard to establish themselves in a new culture.

 Second- and third-generation immigrants tend to be more like the birth cohort of their new
country.
3. Why do you see different birth years in different places?
 Usually when you see different birth years, they are off by only 2 to 4 years.

 Those differences are easy to explain in that different researcher rely on different data.

 For example, if you look solely at birth rates, which tend to change each time a new
generation comes along, you’ll designate certain years. But if you look at big shifts in the
economy, politics or in technology (all help shape generations), you’ll see similar patterns,
but off by a few years.

 Similarly, enormous events, called a generational “Before and After's” mark historic shifts and
therefore shape generations.

 September 11, 2001 is that kind of event. 9/11 was the salient (=saillant) generation-
defining moment for Millennials.

 In contrast, Gen Zs look at 9/11 as simply part of history. They’ve always known about
terrorism and always taken off their shoes at airports.

 The specific birth years for generations do not matter as much as the big picture--the way
events and conditions during a particular phase of history affected the people coming of age
at that time.
4. Are generations consistent around the world?
 Yes and no. In every culture generations cycle through periods of optimism and skepticism,
prosperity and recession, war and peace.

 Those cycles shape generations everywhere. In other words, you can find everywhere:

- hard-working belonging generation

- idealist awakening generation

- skeptical unraveling generation

- solutions-driven 4th turning generation

 But they look different depending on the culture and the country.

 In the US, for example, we all Millennials, well, Millennials, but in China they are called the
Little Emperor Generation.

 Millennials were the first generation that tended to be remarkably similar across many
cultures and economies around the world, especially when it came to work and career.

 That said, geography always plays a role. Being a Millennial in the European Union a decade
ago when unemployment was high was very different from being a Millennial during the
same period in Silicon Valley as tech companies exploded.
5. Why are Millennials labeled entitled and lazy ?
Why are we constantly trashed in the media?
 One reason is that each new generation tends to be hazed (bizuté) when they 1st go to work.
 Gen Xers were labeled “Slackers,” (fainéant) if you can believe that.
 Boomers where called entitled*.
 Millennials are today called the "Me Generation".
*To be entitled is the feeling that you have the right to do or have what you want without
having to work for it or deserve it, just because of who you are.
Example : These kids are spoiled, entitled, self-absorbed and apathetic.
 The simple answer is that each new generation works differently and brings new skills to
work, and it is hard for older generations to understand and appreciate that.
 Because there is so much media now, and because Millennials are such a large generation,
they have gotten more bad press than most.
 First, Millennials have proven neither lazy nor entitled.
 Second, Gen Z is just about to make its presence known, to work differently and to take its
share of workplace fire. In fact, Gen Z is likely to seem too complacent (=complaisant) and
passive to older gens, including the Millennials.
6. Why do generations have different lengths?
 This goes back to question one on this list. A new generation is shaped when there’s a major
shift in the mood of the country, when big culture-shaping events occur (like 9/11 or the
2008 economic meltdown), and when birthrates rise and fall.

 As a result, there is not a set 20-year time frame. A generation can last 15 years or 25, and
anywhere in between.

As change accelerates during an unraveling and a 4th turning, the generations coming of age
then tend to be a little shorter—simply because everything is changing faster.

As change decelerates during a period of belonging, those gens tend to last a little longer.

 The Gen X birth years are shorter than the birth years of other generations so, if you chart
(=trace) the course of change, you can see the big jump in the rate of change and the speed
of life at about 1980, just when Gen X was growing up.

 That speed of change made Gen X very different very quickly, and as accelerated change
continued, it created a different generation, Millennials, sooner than had happened between
the Silent Generation and the Boomers or between Boomers and Gen X.
II. Generations in the workplace
 There are different generations in the workplace but there is only one workforce.
 Recognize that there is no one-size-fits-all approach to managing multiple generations.
 However, bridging the generational gap in the workplace does not have to be a difficult task
if you learn how to manage employees and understand these different generations.
 There are many benefits of a multigenerational workforce on account of the diversity of their
experiences and each company need to adapt as their workforce changes and grows.
 It can be tough to define each generation in terms of characteristics, concrete demographics*
and the likes, but it is easy to understand who belongs to which generation.
 Each generation have specific strengths and concerns, differences in styles and expectations
that may create tension in the workplace. However, a monthly free coffee for employees or
organizing a team-building exercises centered on engaging multiple generations at work can
help bring employees together, (physically and digitally) across departments.
 Studying the work habits of each generation and anticipating their needs can help companies
devise (concevoir) effective human capital management strategies.
*Typical B2C demographic traits : age, gender, occupation, income, family status, education.
Gen Z (Gen Edge or Alpha )
Born between 1995 and 2019
Tech-savvy (=féru de technologie) young children of Millennials
9 million people
5% of total working population
 Raised as digital natives and view smartphones and other devices as essential.
 More focused on the essence of a person [funny, witty (=plein d'esprit), smart] vs. issues like
race or ethnicity: This is mainly due to how technology has shaped their relationships.
 Student debt (in the U.S. mainly), which shapes both workplace choices and compensation
needs, is a main concern for Gen Z.
To attract and retain Gen Z
Employers need to build a strong brand across Internet and Social Media platforms.
Employers need to provide access to cutting-edge technology (=technologie de pointe).
Gen Z's ideal workplace environment
They aim for stable opportunities and stay with the same company for 2-4 years before moving.
They prefer flexibility as they perform tasks and ability to add input on process improvements.
They prefer flexible work hours and environments that prioritize responsibility and diversity.
Gen Z management preference
They want to participate in highly collaborative management relationships.
Millennials (Gen Y)
Born after 1981
Peak childhood in early 2000s
39% have bachelor’s degree or higher and more women have attended college
Most racially and ethnically diverse and delaying or foregoing (=renoncer) marriage
Grew up as the internet revolutionized society, comfortable communicating digitally.
Many started working during a recession => search for long-term careers.
Lazy : 23% of Millennials still live at home
Entitled : Will speak out against injustice and have a need to change the future for the better.
To attract and retain Gen Y
They expect a technology-driven application process (LinkedIn) and online career opportunities.
Employers need to build a skill-structured training program that addresses their desire for
leadership training, skills development, and career progression.
Gen Y's ideal workplace environment
They need to understand the company's mission and how it helps improve lives, industries…
They prefer to work remotely if their job responsibilities can be completed outside the office.
Gen Y management preference
They care about performance quality and judge their managers by the content of their work.
Managers need to take a transparent and honest approach and to make sure to invite questions.
Gen X
Born early-to-mid 1960s - early 1980s
Not born immediately after the war and not exposed to modern technology in childhood.
Coming of age late 1980s- early 1990s
Shaped by the evolution of personal computers.
More educated than previous generations
Self-reliant and hardworking, often viewed as fiscally responsible.

To attract and retain Gen X

They are comfortable using technology and online recruitment and hiring tools
They are also comfortable with face-to-face recruitments.

Gen X's ideal workplace environment

They prefer a workplace environment with a more individual emphasis.
They prefer flexibility to manage their workload plus greater physical and psychological space.

Gen X management preference

They prefer less supervision and greater autonomy when completing job responsibilities.
They have family life and desire a more flexible schedule to achieve a healthy work/life balance.
Baby Boomers
Born 1946-1964
Generational nickname from the boom of post-WWII births in the mid-century
Largest U.S. electorate
More men have attended college
Hardworking and value face-to-face interaction.
Did not grow up using computers, but use technology for job-related functions.
Baby Boomers Workplace Stereotypes:
Stubborn & resistant to change Emergence of tech disrupting their well established lifestyle.
Fear-driven Due to growing up so close to the war era.
To attract and retain Baby Boomers
They mainly find jobs through advertisements, word of mouth, and referrals.
They focus on recognizing them for achievements through public ceremonies or other awards
they can share with family, friends, and coworkers.
Baby Boomers' ideal workplace environment
They prefer job security and do not look to job-hop (=to move from company to company).
They appreciate a more formalized, structured environment than younger generations.
Baby Boomers management preference
They are often hardworking and want to be recognized for their skills.
They are a great source of knowledge about their industry & appreciate to share their expertise.
Silent generation (Traditionalist)
Born between 1928 and 1945
The oldest generation currently in the workforce.
Grew up without today's technology and conveniences younger Gens take for granted.
Overcome adverse economic conditions in their lifetimes.
Established diligent (≠ lazy or shoddy, works hard and carefully ) financial habits

To attract and retain Silent generation

They want to feel as though they're paid fairly for a job well done.
Employers need to stress fundamentals to attract and retain employees from this generation.

Silent generation ‘s ideal workplace environment

They appreciate the advanced technology but not be as familiar with it or comfortable using it.
Providing offline options to complete tasks can help them create a positive work environment.
They appreciate a more formalized, structured environment than younger generations.
They value personal interactions and are effective when given the face-to-face opportunity.

Silent generation management preference

In-person discussions with these employees are needed to clarify goals and to provide feedback.
Encouraging them to share their knowledge and expertise can benefit the entire workforce.
Greatest Generation
Born in the 1900s through the 1920s.
The oldest living generation.
They all lived through the Great Depression and many of them fought in WWII.
The also tend to be the parents of the Baby Boomer generation.
They lived through and experienced the hardships (difficultés) of the Great Depression.
Later, either they fought in WWII or they worked in the industries that contributed to
winning the war.
The term "the Greatest Generation" is thought to have been coined (=inventé) by former
NBC Nightly News anchor and author Tom Brokaw in his book by the same name.

Today
They would be in their 100s as of the year 2020.
Today, there estimated to be around 75,000 centenarians living in the United States.
About 372 Greatest Generation veterans are lost every day to old age.
According to research by the Washington Post, the final member of the Greatest Generation
(born in 1927) should die around 2046 at age 119, given advances in health care and
improvements in life expectancy.
Practice
Work in group
Today, companies often employ people from up to 5 different generations. Discuss key features
of these generations currently in the workplace and share insight that should help people work
together to create a more productive, multi-generational work environment.
In order to manage generational diversity in the workplace, here are 8 tips you can use:
 Adapt your recruiting strategies if your are the business owner.
 Avoid making age-based assumptions & stereotyping.
 Listen to your employers/employees/coworkers and find out what they want.
 Customize your approach for each employer/employee/coworker.
 Adopt varying communication styles.
 Refine your techniques for delivering feedback.
 Assemble age-diverse teams for projects.
 Establish employer/employee/coworker retention practices.
1. Identify which generation category each of you belongs to.
2. To better integrate into your workplace work on each tip:
a. Review the tips above. Find a situation for each tip where a generational conflict may arise.
b. Write one sentence to show how would you go about resolving the conflict for each tip.