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Workers from different generations often bring different values and experiences with them into the workplace, and those values and experiences affect not only the way they communicate, but also their goals and their perceptions of other workers, among other things. While generational differences don’t have to be major, they may well add up to an everyday communication struggle if not addressed.
Workers from different generations and their employers are impacted.
Like differences in race, religion, sexual orientation, and gender, generational differences should not be overlooked in large-scale plans for performance and success. Understanding generational differences by identifying the strengths and tendencies of each group can allow companies to work with a multigenerational workforce in a productive way. The very same differences that can be problematic can also be leveraged to create teams made up of multigenerational members who complement each other.
While there is some disagreement among experts about the exact age parameters that separate generations, the conclusion that different generations bring with them different attitudes, behaviors, and expectations of leadership is widely accepted. Generations in the workforce are typically divided into the following four basic categories:
Getting to know the generations at work. In addition to being aware of individual characteristics, understanding historical factors that may contribute to the characteristics attributed to each group may also allow for a better understanding of the individuals themselves:
Employers should: