Multiple Generations at Work – Implications – Asrar Qureshi’s Blog Post #1007

Multiple Generations at Work – Implications – Asrar Qureshi’s Blog Post #1007

Dear Colleagues! This is Asrar Qureshi’s Blog Post #1007 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing your contributions here.

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The fact is that multiple generations are working simultaneously in almost all workplaces. As discussed in the last blog post, there are major differences in the orientation, value system, and workplace ethic across generations. This leads to several implications including but not limited to, the impact on communication, boss-subordinate relationship, and workplace culture.

Implications of Multiple Generations Working Together

Diverse Skill Sets and Perspectives

The mix of generations brings diverse perspectives, leading to greater creativity and innovation. Older generations bring experience and historical knowledge, while younger generations introduce fresh ideas and technological expertise. Baby Boomers and Gen Xers have accumulated vast experience that can be invaluable to Millennials and Gen Z. Conversely, younger generations can teach older employees about new technologies and social trends.

On the flip side, older generations may view new ways with doubt because they have grown comfortable with their old style of working.

Communication Styles

Baby Boomers may prefer in-person meetings or phone calls, while Gen Z and Millennials lean toward quick, concise communication through digital platforms like emails, messaging apps, or social media. These differences can lead to misunderstandings, if not managed properly.

Gen Z Prefers messaging apps or emails, as these are good for informal, brief interactions.

Gen X/Y, while familiar with digital communication, often favor more structured communication, such as formal emails, in person meetings, or phone calls, which Gen Z may find it unnecessary or time consuming.

Millennials and Gen Z prefer continuous, real-time feedback and want frequent recognition for their work. They value mentorship but expect it to be more informal and regular.

Baby Boomers and Gen X tend to prefer annual performance reviews, with feedback given periodically. They may see frequent feedback as unnecessary micromanagement, creating tension when managing Gen Z employees.

Workplace Values and Culture

Gen X, Millennials, and Gen Z often prioritize work-life balance, with many Millennials and Gen Zers preferring flexible work arrangements. Baby Boomers, on the other hand, may be more willing to work longer hours or prefer a more traditional office setting.

Baby Boomers are more likely to stay with one company for a longer period, valuing job security. Gen X also tends to value stability and loyalty, with a more hierarchical view of career progression. Millennials, while more flexible, often strive for continuous advancement within a company, which differs from Gen Z’s tendency to seek purpose and alignment over long-term loyalty.

Gen Z, however, are more likely to switch jobs frequently in search of better opportunities or a stronger alignment with their values. Gen Z is more likely to prioritize personal growth and purpose over job security. They are comfortable switching jobs more frequently if they feel their personal values aren't aligned with the company’s mission.

Gen Z expects workplaces to be diverse, inclusive, and socially responsible. They are less likely to tolerate environments they feel lack these qualities and expect companies to take a stand on social issues. Gen X/Y, both generations value diversity; Gen X may not place as much emphasis on companies actively engaging in social issues, leading to potential misalignment with Gen Z’s expectations.

Technology Adoption

Gen Z and Millennials are digital natives, and can quickly adopt new technologies. They are highly comfortable with new technologies and often expect workplaces to adopt modern tools and platforms for communication, collaboration, and task management. Baby Boomers and some Gen Xers may take longer to adapt to these changes. While adaptable, some Gen X employees may struggle to keep up with the rapid changes in technology, leading to frustration or resistance.

Attitudes Towards Work life Balance

Gen Z prioritizes work life balance and expects flexibility in terms of working hours, remote work options, and personal time. They value work life harmony over long term loyalty to a single employer. Gen X values work life balance but often within the boundaries of traditional office settings. Millennials (Gen Y), who have navigated remote and flexible work, still value career progression and stability but tend to be more focused on work goals compared to Gen Z. The latest in work life balance says that there is no work life balance, but that work and life should keep merging seamlessly.

Possible Conflicts

Communication Breakdown

Different communication preferences can lead to misunderstandings, with older generations feeling that younger employees are too informal, and younger employees perceiving older colleagues as out of touch. Communication breakdown is happening in workplaces and homes. The resulting frustration is further complicating the situation.

Attitudes Toward Technology

Younger generations may push for the adoption of new technologies, while older generations may resist change, leading to frustration on both sides. In Pakistan particularly, the older generations have not become comfortable with technology. The most serious example was when banks installed software and hordes of senior people left jobs because they thought they would not be able to handle it; they did not even try. 

Expectations Around Career Progression

Younger employees might expect rapid career progression and frequent recognition, while older generations might view this as unrealistic or impatient. Surveys done with Millennials earlier revealed that they considered five years as ‘very long’ time in a job. Similarly, their thinking of switching jobs frequently to advance their career contrasts with older generation who insisted that one must stay in the same organization to grow. An HR head from Gen X, interviewing a Gen Y/Z shall probably hold multiple job switching against them, but he should not.

Perception of Work Ethic and Commitment

Older generations might perceive younger employees as less committed or unwilling to “pay their dues,” while younger employees might feel undervalued or stifled by traditional work practices. This is in part related to career progression also. The fact is that Gen Z and late Gen Y work in spikes. When they work, they will work like crazy, and after this spell, they will become less productive. This fluctuating behavior does not go down well with Gen X because they have learnt to be working all the time.

Sum Up

The presence of multiple generations in the workplace offers a rich tapestry of skills, experiences, and perspectives. While generational differences can lead to conflicts, these can be mitigated through various strategies, some of which we shall discuss in the next/last part.

Concluded.

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