When a Generation X police supervisor came to nationally recognized workforce trainer Valerie Van Brockin with his frustrating dilemma, she knew he was simply verbalizing the challenges every Generation X leader faces.
This Generation Xer’s frustration grew when a Baby Boomer officer complained after a younger officer was offered a training opportunity before him. The older officer felt like he paid his dues long enough to deserve a training opportunity before a younger colleague — yet when offered the training, he refused!
This scenario is not surprising. Van Brockin in an article for LawOfficer.com notes that every person belongs to a certain generation and every generation has its own way of thinking and doing (no doubt shaped by world events and culture at their time of birth) and every generation believes its way is right.
Navigating those murky waters can help sink even the most savvy Generation X leader unless he prepares himself by understanding the generational differences and learning to manage accordingly.
Baby Boomers vs. Generation X
Baby Boomers. Born between 1946 and 1964, Baby Boomers aren’t retiring as early as statisticians predicted and comprise a large part of today’s workforce. They grew up when their parents were experiencing a time of post-World War II prosperity and were strongly influenced by the Vietnam War and civil rights — eventually leading to their challenge of authority and many “cause” crusades. The 60-hour work week owes its start to this generation (who expect the “American Dream” in return) and managers can expect Boomers to remain loyal to their jobs, work hard and generally be good team players. The Baby Boomer generation prefers face-to-face communication and doesn’t seek feedback as much as their younger counterparts do. Respect is critical when interacting with a Baby Boomer.
Generation X. Born between 1965 and 1981, Generation X grew up witnessing Watergate, the fall of the Berlin Wall, Women’s Liberation, Operation Desert Storm and the growth of the Internet. As a result they are generally “techie”, acquire knowledge quickly and –as former “latchkey kids” — are fiercely independent. They’ve witnessed corporate corruption and have seen their parents lose their jobs after years of commitment and so tend to be highly skeptical of upper management. Generation X excels at networking and has more of a “you scratch my back and I’ll scratch your” mentality. Your Generation X team member loves a good challenge, appreciates transparency and desires more responsibility and opportunities for creative participation.
Take action.
Managing a Baby Boomer when you’re part of Generation X doesn’t have to be hard when you remember three basic principles that are all rooted in understanding where the other is coming from.
1. Understanding generational differences. Diversity enriches a workplace and perhaps no diversity is more valuable than that of generational diversity. Seek to understand the differences between you and your Baby Boomer employees and you’ll be amazed how understanding improves the trust and work-dynamic of your relationship.
2. Appreciate the commonalities. Rather than focusing on what you perceive as negative generational traits, focus on the positive ones — especially those that you share. Both Baby Boomers and Generation X, for example, appreciate teamwork and a more open office culture.
3. Seek to provide what each generation values the most. By providing what each generation values the most at work, you help motivate your colleagues toward your common goals. Give your Baby Boomers the respect they deserve and your Generation Xers the challenges they crave and you won’t be disappointed.
While you continue to learn more about each generation, do all you can to ignore negative stereotypes. Every person on your team is valuable, no matter their generational backgrounds. Appreciating each person as an individual is key to building trust and encouraging diversity in your workplace.