Blog

Why are more and more generations meeting each other in the labor market?

02/12/2022 by Arlete Amoroso



Scene from the movie: The Intern

One of the biggest challenges of leadership today is knowing how to manage different generations in their teams.

Some of our customers brought up the need for development in this skill: leading different generations, with countless benefits such as engagement and productivity.

The lack of this skill in leadership can accentuate the clash between generations, causing endless conflicts, contributing to reduce the productivity of even high-performance teams.

This conflict in the professional environment is caused by differences between generations. Is it?

In recent years, labor market has undergone significant transformations caused by technological changes and “multigenerational melting pot” of the workforce.
There is no consensus on the year in which each generation begins and ends, but a possible division is: veterans (over 77 years old), baby boomers (between 58 and 76 years old), generation X (between 42 and 57 years old), generation Y or millennials (between 26 and 41 years old) and generation Z (between 13 and 25 years old). There is also the Alpha generation, which comprises those up to 12 years old.

Currently, in most work environments, four generations meet: baby boomers and generations X, Y and Z, each with its own characteristics, but with the challenge of interacting and generating value. In such a fast-paced world, with multiple generations working side by side, it's easy to get caught up in stereotypes during conflict: 

    • Baby boomers are authoritarian and conservative.
    • Generation X is lost, afraid of losing their job.
    • Generation Y is shortsighted.
    • Gen Z doesn't want to work hard.

Is all this really true?

Thinking, questioning, changing habits are among the things that spend a lot of energy and human brain doesn't like that. It is naturally attracted to creating categories, so it can use the rest of his energy to keep body's homeostasis.
This categorization may even help us save energy, but is it helping us to understand the root of a conflict and to evolve as human beings?
 
In the article written by Amy Gallo, for Harvard Business Review in March of this year “Is that conflict with your colleague really about age difference?” It makes us think about the real cause of a conflict.

Many times we put it on the “account” of different generations, withoutreflecting before taking next steps. So, I share with you 7 tips in this article, that can help us not to fall into this “trap”, or to get out of it:

1) Be curious about your and others' answers
When something goes wrong, instead of creating emotionally charged stories and blaming the person for being 20, take a step back and ask yourself: is it possible that my interpretation is wrong? Besides your age or generation, what else could explain this behavior?

2) Be aware of common tensions
Instead of seeing differences as imperfections, we can become aware that they cause tensions between generations and embrace the fact that people perceive the world in different ways. There is no right or wrong. Find what's important to the other person; this will help you understandtheir world.
 
3) Solve the specific problem
Rather than viewing your co-worker as an enemy of a different generation's faction, understand that there is a problem between you and him. If a colleague doesn't consider your comment, find out what needs to be addressed. Don't put all the blame on the age difference between you. Ask yourself: what is my goal? What do I need to complete this task?

4) Identify your biases and commit to challenging them
It can be tempting to put a “label” on your co-worker. We are all very uncomfortable when a behavior is attributed to our entire generation. Remember, our brain likes to “categorize”. Always challenge your biases.

5) Focus on similarities, not differences
We tend to empathize with another person when we have something in common. Ask genuine questions to learn more about that person, practice active listening. Find similarities and show them.

6) Focus on common goals
Look for a task or project you can do together, or a problem you can help him solve. Of course, doing something with someone who is
supposedly judging you seems unpleasant. However, working on a common goal can ease the tension and get you all in the same direction.

7) Agree on how you will work together
Many conflicts are generated by the lack of prior alignment on how things will be done. It's not because you work on the same team and are
focused on the same goal that you have the same preference for communication, execution. Collaborative work and flexibility are key. 
The difference between generations is an indisputable fact and will not stop existing; after all, these generations combine characteristics of people influenced by the same historical context, directly reflecting on their values and behavior.

Our objective with this text is to invite you to the analysis: is the difference of generations really the cause for this conflict?
This reflection can lead to a lighter path for everyone in the corporate environment, during the challenge of interacting and generating value.