The differences between generations are becoming more apparent, if for no other reason that we keep talking about them. With the emergence of Generation Z, that group younger than Millennials, the mix of ages in the workforce is ever-changing, bringing together different collections of individuals, with their varying backgrounds and experiences.
Kelly Raber, a graphics prepress manager at Belmark Inc, and Emma Woolbright, a graduate teaching assistant at Clemson University, recently had a conversation about different generations, their characteristics and how they can better coexist. To begin their conversation, Kelly and Emma were asked, “What are your perceptions of other generations?”
Kelly Raber: Being part of the Generation X crew, I’m in between the older generation (soon to retire) and the younger generation (Millennials). My mentor is near retirement. I’ve learned a lot from him over the years, taken that knowledge and added to it to define my own style of management.
With that being said, my perception of the older generation’s work ethic weighs heavy on respect, high productivity, devotion to the company, tenure and sometimes a little fear in their “boss.”
I think members of the younger generation feel as though they can prove their worth through high productivity. Respect, devotion, tenure and definitely not fear are not as important as it is to be recognized quickly.
Because it’s my responsibility as a manager to understand what motivates individuals of each generation, I need to understand my team as individuals. It’s important to take what I’ve learned from the “soon-to-retire” generation with a mix of the “upcoming” generation to create a great team environment.
But back to the question. My perception of other generations is this: The friction lies within a lack of communication and understanding. If we communicate and listen to each other, we’ll be far more productive than if we don’t. In today’s work environment, members of that younger generation are looking for mentors, guidance and feedback. The older generation is more about putting in your time, respecting those who are about to retire and working hard to be recognized.
Emma Woolbright: I totally agree with you. Most of the issues found between generations stem from a lack of active listening on all sides. Baby Boomers don’t always see the Millennials’ dedication. Millennials don’t always respect the years put in by the Baby Boomers or Gen Xers. We stop seeing each other as people who are trying their best. Of course, there are bad eggs in every generation, but by and large, each has its struggles within the job market.
As someone who straddles the line between being a Millennial and being a part of Generation Z, I feel just as far removed from older Millennials as I do from Generation X. I’m seeing this new crop of young people in the work I do as a graduate student. They feel both familiar to me and very different. I hope the industry starts to recognize Millennials are already deep within the industry while this new generation is the one to be looking toward. And I’m curious if people within the industry have begun to notice this new generation.
Raber: What characteristics do you see in the Generation Z workforce? Where do the differences between Millennials and Generation Z stem from?
Woolbright: Generation Z is deeply creative, independently minded and more open-minded than Millennials. They are strategic and thoughtful about their choices while also being very competitively focused in educational and work environments. I think about the thousands upon thousands of videos on YouTube on Gen Z students going through the college application process, applying to dozens of schools. Gen Z is highly focused and highly creative.
I think the key reason why there is a difference between these generations is in their global upbringing. Millennials were raised by prosperous Baby Boomers who told them that anything was possible; maybe even gave them “participation trophies.” When I was a freshman in high school, I saw the seniors as so relaxed about their college future, knowing that everything would work. However, when I was graduating, I saw the freshman—the oldest Gen Z students—so determined to be the best and to have the best opportunities. Gen Z grew up in an economically chaotic world. They know they have to work harder to be seen. While Millennials realized this later when they began to graduate college, Gen Z has known it their whole lives.
Raber: I look forward to learning from Generation Z, just as much as I am learning from the other generations in the workforce. As a leader, it’s important to understand how and what makes each individual perform well in their job. This creates a great team.
In our industry, there is so much focus on technology and maintaining machinery. We need to focus more on the people who are creating and using that technology and machinery. People need to be maintained just as machines are.
Woolbright: I love this “focus on people over technology” idea. There is a general feeling that young people are often hired, or at least looked to first for help, because of their familiarity with new technology. Young people feel as though they aren’t seen as individuals, just tools for technology. When people—not just young people—are seen as humans first, their work output and excitement over their job will increase.
I do think technology allows us to stay more connected, and that’s for better and worse. People can always be at work or on call with smartphones and access to email, messaging, etc. That can blur the line between work and home, and it’s easy to get overworked. By having this human-focused perspective, this can also be minimized, by prioritizing that work/life balance.
Raber: Technology advancements, specifically the smartphone, definitely have pluses and minuses regarding human relationships inside and outside of work. I agree with you that the dividing of time between work and home is much more of a gray area today than ever. Because we have the ability to check into work at any time, it’s easy to get caught up in “taking care of business” during a family event, for example. Technology advancements have made being connected so convenient that it’s possibly more detrimental than beneficial when it comes to relationships. Being mindful of time spent within each environment is critical when balancing work and home life. On the flip side, technology has advanced our work environments to effectively accomplish more than ever in less time. Everything we need is at our fingertips—This is absolutely amazing.
I think about the days I subscribed to Columbia House Record Club and waited weeks to get my music through the mail. Today I can download an entire album and listen to it in a matter of seconds. Boom!
To summarize, my perceptions of other generations are this: Each generation has different characteristics, from the Baby Boomers to Generation Z. We cannot control in what era we were born and into what generation we were born. However, we can control how we react to each other. The common threads are that technology will continue to evolve, the older generation will resist change, the younger generation will challenge the older generation and the cycle will continue from decade to decade.
One can analyze the idiosyncrasies of each generation, but in my opinion, it boils down to responsible communication by understanding and respecting each other, and opening the mind to the different perspectives presented by each generation.
Woolbright: This is an example of that responsible communication. I’ve really appreciated having this dialogue with you, Kelly. I think it’s so valuable to be honest with ourselves about our misconceptions, fears and concerns regarding generational differences. I hope this conversation inspires others to do the same across the flexo industry. By seeing our strengths and weaknesses, I believe we are able to grow better together and create a more successful and valuable working relationship between generations.
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