Generation Clash!
By Melanie Joy Douglas, Monster.ca 
About nine out of 10 Canadian workplaces today employ up to four generations of workers and nearly half of the Canadians who work in a multi-generation environment admit to experiencing a clash with older or younger workers, according to a new poll by Monster Canada.
“For the first time in Canadian history, there are four generations of people in the workforce at the same time,” said Gabriel Bouchard, vice president and general manager, Monster Canada. “These different generations have grown up experiencing significantly different events that have shaped their values and beliefs. As diverse generations cross paths on the job, we sometimes see a clash of attitudes, ethics, values and behaviours that can result in misunderstandings and potential conflict.”
Of the 1,263 Canadians who participated in the recent online poll at Monster.ca, four out of 10 workers said that a multi-generational workplace ‘adds some challenges to the job.’
At the same time, 22% stated that a multi-generational workplace provides a learning opportunity for all, while 27% said that people at their workplace do not even notice others’ ages. 9% admitted that their workplace was not multi-generational.
In a separate Monster poll of 2,182 participants, roughly 50% said younger Canadians, Generation X-ers and Y-ers, have the most challenges working with Baby Boomers. Only 19% said that employees of the Generation X and Y-era face challenges working together, followed by 17% who said that Baby Boomers and Traditionalists have difficulties and 14% who stated that Generation Y and Traditionalists have troubles working side-by-side.
“The chronic labour shortage and the phasing out of mandatory retirement in much of the country, has many aging boomers working well into their golden years alongside recent college and university graduates," explained Bouchard.
As Canada experiences a labour shortage, it is increasingly important for employers to better understand generational values. Understanding these differences will be key to attracting, maintaining and retaining a productive workforce.
What are the general characteristics of each generation?
- Traditionalists (born between 1922 and 1945) have a strong sense of duty, sacrifice, and loyalty toward companies and a great faith in institutions, people, and the government. They’re unlikely to rock the boat, break the rules, or disrespect authority, and usually stay with employers until retirement. They measure work ethic on timeliness, productivity, and the ability to blend in, and hold quality in the highest regard.
- Baby Boomers (born between 1946 and 1964) run governments, are bosses, supervisors, managers, and CEOs; they are in control. They believe in teamwork and relationship-building, but are still skeptical about technology as they believe it brings with it as many problems as it provides solutions. They measure their work ethic in hours worked (and like to be seen working lots of them). These are the workaholics.
- Gen Xers (born between 1965 and 1980) are more skeptical toward authority and cautious in their commitments. They assume free agency over company loyalty, and are self-reliant and independent workers. They value control of their time, flexibility, and freedom, and embrace technology as a way to maintain control of their lives. They respect production, open communication, and having options.
- Gen Yers (born between 1981 and 1999) are nearly ubiquitous with technology. Also known as Millenials, Gen Yers value altruism, have positive, can-do attitudes, and expect positive reinforcement from employers. They have a bit of a pack mentality (wanting to connect with their peers), and enjoy material comfort and the good life.
“With a multi-generational workforce a reality, employers must develop a generational strategy,” said Bouchard. “This strategy involves understanding what makes their employees tick; emphasizing the importance of teamwork; effective communications; and adopting ‘ageless thinking’ where every employee is equal, regardless of age.”
Here are some tips for communicating across generations:
- Get to know the different generational motives. For example, anyone managing Gen Xers should know that money isn't usually the motivating force -- it's quality of life.
- Don't judge a book by its cover. Look beyond appearances. When a Traditionalist offers you advice, realize that there probably is memory and wisdom there.
- There's no I in team. A four-generation team that works together well will undoubtedly produce stronger results than any single focus group could.
- It's not what you say, but how you say it. Generational clashes often stem from miscommunication in tone or style.
- Age doesn't have a number. Adopt "ageless thinking" and look at how each generation shares a common history.
To read more about different generations at work, check out Monster’s in-depth Featured Report on Generation Clash!