Navigating the Multigenerational Workplace | Leah Georges | TEDxCreightonU

Summary

The video explores the concept of generational differences in the workplace, highlighting five interacting generations from the 'Greatest Generation' to Generation Z. While acknowledging common stereotypes about each group, the speaker questions whether these generational labels are valid. They argue that people are more alike than different, emphasizing that individuality and personal experiences should be prioritized over generational assumptions. The speaker advocates for meeting people where they are, practicing humility, and fostering curiosity to create a more inclusive, understanding, and productive work environment.

Takeaways

• 😀 There are five generations interacting in the modern workplace: Veterans, Boomers, Generation X, Millennials, and Generation Z.
• 💪 Boomers are known for hard work and coined the term 'workaholic,' while Generation X introduced the concept of work-life balance.
• 🖥️ Millennials have grown up with technology, are pragmatic and idealistic, and now make up the largest portion of the workforce.
• 👶 Generation Z is just beginning to enter the workforce, and they are the most educated and diverse generation yet.
• 🤝 Generational stereotypes have created a self-fulfilling prophecy, where individuals act in line with expectations placed on their generation.
• 🔍 Generations are defined differently across cultures, making it hard to universally agree on the exact traits and boundaries of each generation.
• 📊 Despite the emphasis on generational differences, people across generations share similar desires at work, like flexibility, meaningful work, and appreciation.
• 🚫 Some workplace solutions aimed at addressing generational differences (like ball pits for Millennials) miss the point and fail to address real needs.
• 👓 The speaker advocates for meeting people where they are as individuals, not through generational stereotypes, to foster better understanding and collaboration.
• 🎓 Generational humility and curiosity are key to creating a more inclusive and effective multi-generational workplace, where everyone can learn from each other.

Q & A

What are the five generations currently interacting in the workplace according to the speaker?

The five generations are: Veterans (or the Greatest Generation, born between 1922-1943), Baby Boomers (born between 1944-1960), Generation X (born between 1961-1980), Millennials (born between 1981-2000), and Generation Z (born since 2000).

What characteristics define the Baby Boomer generation?

Baby Boomers are known for hard work, often associated with the term 'workaholic,' and appreciate competition and effective communication. Many are thinking about or are already retired.

Why is Generation X referred to as 'The Lost Generation' or 'The Latchkey Generation'?

Generation X is called 'The Lost Generation' because it is sandwiched between the larger Baby Boomer and Millennial generations, and 'The Latchkey Generation' because many in this group grew up with divorced parents and had to take care of themselves, promoting independence and work-life balance.

What are some defining traits of Millennials, according to the speaker?

Millennials, often referred to as the 'everybody gets a ribbon' generation, are pragmatic, hopeful, and determined. They are characterized by their comfort with technology, optimism about changing the world, and some idealism.

What misconceptions do people have about Millennials, as suggested by the speaker’s research?

Common misconceptions about Millennials include being lazy, sensitive, and entitled. However, these perceptions are often oversimplified and don’t capture the complexity of the generation.

What point does the speaker make about the validity of generational stereotypes?

The speaker argues that generational labels may not be as valid as people think, as there are significant differences in individual experiences. These generational stereotypes can become self-fulfilling prophecies, but in reality, people from the same generation don’t always share the same values or behaviors.

How does the speaker suggest we approach the multi-generational workplace?

The speaker suggests focusing on individuals rather than generational labels. This involves meeting people where they are, individualizing interactions, practicing curiosity, and showing flexibility in understanding each person’s unique experiences and perspectives.

What role does 'generational humility' play in fostering a better workplace environment, according to the speaker?

Generational humility involves approaching others with curiosity and openness, recognizing that everyone has a unique perspective shaped by their personal experiences. This helps in creating a more inclusive and understanding workplace.

Why does the speaker believe preparing for new generations in the workplace should be different from preparing for disasters?

The speaker humorously criticizes the notion that organizations need to 'prepare' for new generations as though they are preparing for a natural disaster. Instead of fear or drastic changes, the speaker advocates for understanding and flexibility in meeting individuals’ needs.

What is the speaker’s stance on generational labels like Millennials and Baby Boomers?

The speaker is skeptical of generational labels and believes that they oversimplify complex human behaviors. They argue that focusing on individual differences and unique experiences is more productive than relying on broad generational stereotypes.

Outlines

00:00

👵 The Five Generations in the Modern Workplace

For the first time in modern American history, five generations are interacting in the workplace. These include: The Greatest Generation (1922-1943), known for self-sacrifice and respect for authority; Baby Boomers (1944-1960), characterized by their workaholic nature and love of competition; Generation X (1961-1980), known for their independence and focus on work-life balance; Millennials (1981-2000), pragmatic and tech-savvy, often seen as idealistic; and Generation Z (born after 2000), who are just beginning to enter the workforce. The speaker explores stereotypes surrounding these generations, the challenges they face in the workplace, and the misconceptions people hold about them.

05:02

💼 Managing the Multi-Generational Workplace

The conversation about generations in the workplace has become a central issue. Many organizations are focused on preparing for Millennials entering the workforce, sometimes in misguided ways—like installing ball pits or suggesting shoulder pads for millennials to be taken seriously. The speaker discusses how organizations are attempting to navigate the multi-generational workplace, and highlights that despite efforts to create a harmonious work environment, some approaches are out of touch with what employees across generations truly want. In reality, people are much more similar than different when it comes to their work-related desires, such as wanting flexibility, meaningful work, and appreciation.

10:04

🔍 Meeting People Where They Are: Beyond Generational Labels

The speaker emphasizes that focusing on generational stereotypes leads to misunderstanding. Instead, we should focus on individuals, recognizing that people’s motivations and struggles are personal, not tied to their generational label. For example, a Baby Boomer may be anxious about retirement, a Gen X-er might be overwhelmed with juggling family responsibilities, and a Millennial might be dealing with overwhelming student debt. By understanding each person's unique situation, we can form stronger connections and move beyond generational stereotypes. The speaker calls for flexibility, curiosity, and empathy in interacting with colleagues.

15:04

🤝 Fostering Generational Understanding and Humility

The speaker calls for generational humility, emphasizing that while humans are biologically 99.9% the same, the 0.1% that makes us unique should be approached with joy and curiosity. This curiosity fosters diversity of thought, allowing us to see the world through others’ perspectives. Humility creates space for understanding others' experiences without judgment. The speaker challenges us to pick one person, explore their individuality, and learn from them. By doing so, we can move away from focusing on generations and focus on people, creating a more inclusive and understanding workplace.

Keywords

💡Generations

Generations refer to groups of people born in specific time periods who are believed to share similar cultural experiences and values. The video discusses five generations in the workplace—Veterans, Baby Boomers, Generation X, Millennials, and Generation Z—each with perceived stereotypes and work behaviors. However, the speaker challenges the idea of rigid generational divisions, suggesting that these labels may be overly simplistic.

💡Veterans

The Veterans, or 'Greatest Generation,' refers to individuals born between 1922 and 1943. They are characterized by values such as self-sacrifice, respect for authority, and a belief that work is its own reward. In the context of the video, they represent the oldest generation still potentially in the workforce, embodying more traditional work ethics.

💡Baby Boomers

Baby Boomers, born between 1944 and 1960, are known for their workaholic tendencies, competitiveness, and strong communication skills. The video highlights common stereotypes about this generation, such as being conservative or out-of-touch, but also emphasizes that these traits may not be as universally applicable as commonly believed.

💡Generation X

Generation X, or the 'Lost Generation,' refers to those born between 1961 and 1980. They are characterized as independent and resourceful, often growing up as 'latchkey kids' due to higher divorce rates. In the video, they are depicted as a smaller generation sandwiched between Boomers and Millennials, emphasizing their role in introducing work-life balance into workplace discussions.

💡Millennials

Millennials, born between 1981 and 2000, are portrayed as tech-savvy, pragmatic, and idealistic. Commonly associated with stereotypes such as entitlement or being 'lazy,' Millennials are the most represented generation in today's workforce. The video challenges these stereotypes, showing that Millennials face unique financial pressures, such as student debt, that shape their behavior at work.

💡Generation Z

Generation Z, born after 2000, represents the youngest group entering the workforce. They are described as 'screwed' due to the challenges they face, but the speaker suggests that their diversity, education, and technological fluency could lead to them making significant contributions. The video calls for mentorship and support for this generation, arguing that they should be empowered to lead in the workplace.

💡Work-life balance

Work-life balance refers to the concept of maintaining a healthy boundary between professional and personal life. This term is associated with Generation X, who were the first to advocate for it in the workplace. The video suggests that while this is a generational stereotype, the desire for balance is shared by many, regardless of age.

💡Stereotypes

Stereotypes are oversimplified ideas or beliefs about particular groups, in this case, generational groups. The video explores how these stereotypes, like Millennials being 'entitled' or Baby Boomers being 'conservative,' have led to misunderstandings and conflicts in the workplace. The speaker challenges these stereotypes, suggesting they may create unnecessary division.

💡Generational divide

The generational divide refers to perceived conflicts or differences in values, behaviors, and expectations between different age groups in the workplace. The video discusses how this divide can lead to workplace tensions but argues that focusing on these divisions may be counterproductive, as people from all generations have more in common than not.

💡Generational humility

Generational humility is a concept introduced by the speaker, suggesting that individuals should approach others with curiosity and openness, recognizing that everyone brings unique experiences and perspectives. This humility allows for better understanding across generational lines, fostering collaboration and reducing conflict in the workplace.

Highlights

Five generations are interacting in the modern workplace for the first time in America's history.

Veterans or 'The Greatest Generation' (1922-1943) are characterized by self-sacrifice, respect for authority, and viewing work as its own reward.

Boomers (1944-1960) introduced the concept of being 'workaholics' and are known for their competitive nature and hard work.

Generation X (1961-1980) is referred to as the 'Latchkey Generation,' emphasizing work-life balance and independence.

Millennials (1981-2000) grew up with technology in the home and are often seen as idealistic and determined to change the world.

Millennials now make up more than one in three people in the U.S. labor force, surpassing Generation X in workforce representation.

Generation Z, born after 2000, is entering the workforce and brings diversity, education, and technological savvy.

The stereotypes about each generation are not consistent across cultures and may create self-fulfilling prophecies.

Generations have become the focal point in workplace discussions, yet it's unclear whether these generational categories truly exist.

Many organizations focus on managing the multi-generational workplace but may adopt impractical strategies, like ball pits or outdated dress codes.

The speaker emphasizes that people across generations share many common desires at work: flexibility, appreciation, meaningful work, and better conditions.

Meeting individuals where they are, rather than focusing on generational labels, can foster better workplace interactions.

Generational stereotypes overlook individual differences, such as an 80-year-old texting or a young person crocheting, which defy assumptions.

Leaders and employees alike must embrace the role of both teacher and learner to create a more collaborative workplace.

Practicing generational humility—understanding we have much more in common than differences—can bridge gaps in the workplace.

Transcripts

[Music]

so for the first time in America's

modern history we have five generations

interacting at work the veterans born

between 1922 and 1943 are known as the

greatest generation the matures the

silence they're known for their

self-sacrifice respect for authority and

work as its own reward

the Boomers came shortly after born

between 1944 and 1960 this is a

generation characterized by hard work in

fact we can take this generation for the

term workaholic

they appreciate competition they love

effective communication and they're

thinking towards retirement if they

haven't retired already Generation X is

known as The Lost Generation are the

latchkey generation born between 1961

and 1980

is the smallest generation sandwiched

between boomers and the big Millennials

and they are the first generation whose

parents may have been divorced in fact

at one point they're more parents or

divorced in this generation than any

generation prior they also were the

first generation to tell us about

work-life balance and the first to

really ask for that in the workplace and

then Millennials you know that everybody

gets a ribbon generation born between

1981 and 2000 never knew a time where

technology wasn't present in the home

they're incredibly pragmatic they're

hopeful and they're determined they

think they're gonna change the world in

fact I believe they're gonna do it they

might be a little bit idealistic

sometimes but in just the last several

years we've seen Millennials overtake

Generation X to be the most represented

generation in the workforce in fact more

than one in three people in the United

States labor force is a millennial and

soon to join us their generation Z born

since 2000 our high school interns are

soon to be high school graduates now if

you open any internet browser look at

Amazon search any of your favorite

search engines you might assume there's

a literal war in the workplace right we

seek blog topics like 17 reasons why

Millennials are the worst generation and

why baby boomers have ruined it for

everybody

our bridging the great generational

divide it's like turning to this West

Side Story like boomers

come in one door Millennials come in

another door the lobby they just fight

with each other all day complain and go

home do the same come back to work right

well so what if I told you these

generations may not exist so I've been

spending some time thinking about this

and researching this and fellow

researchers and I aren't exactly sure

that these generations are real and in

fact if we can agree that these groups

even exist we certainly don't agree who

belongs in them and they span something

like 20 years so whatever point in

history a one-year-old and a 20 year old

or said to sit share the same value

system to want the same things at work

to have the same stereotype working for

and against them and in fact different

areas of the world define these

generations differently so we can't even

compare generations across various areas

of the world and these stereotypes about

each generation have in a lot of ways

created the self-fulfilling prophecy

that people begin to act as if they're

part of that generation because we've

said out loud that generation is real

I'm not so sure that it is and in fact

this idea of generations has become

deeply embedded in United States culture

when we talk generations people know

exactly what we're talking about in fact

people have a lot of thoughts and

feelings about each of these generations

and I'll tell you how I know this I did

the thing that every red-blooded

American and pre-tenure academic does

and they have a question I googled some

stuff and this is what I learned you

know so Google is based on algorithms

and they provide you with commonly

searched terms or suggested hits based

on what other people are searching

surrounding the same topic and it gave

me a really good sense of what people

think about each of these generations

take a look I learned that baby boomers

are conservative but Americans think

they're stupid the worst generation

they're angry apparently they're racist

and they're so important okay looking at

Generation X I learned Generation X as a

cynical group okay they're angry they're

known as The Lost Generation we know

this okay they're the smallest

generation apparently they're stupid too

okay and mostly they're frustrated with

baby boomers part Millennials this is

what I learned about

so we're obsessed with food okay we're

all so stupid oh okay we're lazy we're

sensitive we're fired

we're all so hated and we think we're

important and perhaps the most

terrifying search result on the internet

generation Z is screwed okay

so for five years I've been talking to

leaders and followers across a wide

variety of organizations and this is

what I've come to realize generations

haven't become part of the conversation

generations have become the conversation

at work and what I've learned is that

we're working another assumption that

those Google results are true and so

what I think is that organizations are

now desperate to figure out how to

manage the multi-generational workplace

manage it right we manage all sorts of

things we're preparing for this wave of

Millennials to come to work so we

prepare for hurricanes right we prepare

to take the MCAT we prepare for natural

disasters why are we preparing for 23

year olds to come to work I've talked to

these organizations and I've heard

amazing things that they're doing to

create a work space for everybody to get

along and to have autonomy and to feel

like they're thriving but I've also

heard some really incredibly harebrained

ideas about how to navigate the

multi-generational workplace are you

ready this is what I saw

I visited an organization and they

adopted this idea that if you can see it

you can be it a really important concept

but I think they blew it they put

pictures on the walls of the ideal

multi-generational workplace because if

you can see it you can be it

or like this one like I don't even want

to work here I don't where you don't get

a wear color here apparently an HR

seriously has problems with people

jumping in heels I promise you that okay

I talked to an organization who recently

decided against putting a ball pit in

the break room because that's how you

retain Millennials we're 30 not 3 and in

fact I know young at the time millennial

who was told that if she wanted people

to take her seriously just because she

was a millennial she would have to do

this wear shoulder pads yes people

younger than her and older than her

wouldn't take her seriously unless she

wore shoulder pads

straight out of the 80s can't even buy

him anymore shoulder pads this young

woman had two graduate degrees this

young woman was me and this is the best

we came up with how to navigate the

multi-generational workplace is shoulder

pads so this is also what I've learned

talking organizations that employ a wide

range of people of various ages we are

so much more similar than we are

different and we're hearing this

consistently people want work that

matters they want flexibility they want

support they want appreciation they want

better coffee but none of these things

are tied to a generation not sure we see

small differences and what people want

we know 20 year olds and 60 year olds go

home and do different things they have

different values at least when it comes

to things happening outside of work but

I think what's happened is that this

focus on generational cohorts these

groups of people has created a space

where we've just forgot that people are

people and don't know who they really

are who we really work with we have to

figure out how to better navigate this

multi-generational workplace than ball

pits call me one of those idealist

millenials but I think we can get there

and I don't think the idea is too

terribly difficult what if we radically

simply not easily meet people where they

our individualize our approach I've

never met a generation I've had a lot of

conversations with people who happen to

identify with a specific generational

cohort I've met I know that 80 year olds

text message in 23 year olds crochet

blankets none of these things are

stereotypical of that generation right

Nilla for merchants she's a thought

leader in innovation she tells us we

have to meet people in their own

leanness that is that spot in the world

where only we stand as a function of our

unique history our experiences in our

hopes but this requires flexibility and

curiosity and what happens when we meet

people in their own leanness only the

spot in the world that they stand we

learned at that Boomer who's just acting

angry at work all the time is scared

because he's worked every day since he

was 16 years old and in a Monday sooner

than he can imagine he'll never go to

work again he's got plans it's gonna

take like a week and a half to do all

the things on that that retirement list

but then what what I figure the give a

little bit of grace to the person that

might be a little scared or that

generation Xer who has four drop-offs

three kids two hands and is just trying

to keep the wheels on the bus sure maybe

she's a little aloof at work maybe she's

a little independent maybe she's

exhausted or that millennial who asks

for a raise after two months because

they're entitled well maybe it's because

that generation has more debt than any

generation before them coming out of

college and they just need the money to

keep going to pay rent and suddenly when

you meet people in their own leanness

that spot in the world only they stand

we're not talking about a generation

anymore

we're talking about Jim or Jen or

Candace and we find that common space

and when we find common space the

psychology of Attraction kicks in you

see we are attracted to people that are

similar to us and when we can find those

places of similarity it leads to liking

now in addition to meeting people where

they are individualizing our approach we

have to practice the willingness to

teach but we also have to practice the

willingness to learn and here's the

beauty of this it doesn't require a

formal

position if you don't think you're

leading you're leading every day think

of the people you admire most that you

look to how they react and I bet it's

not the people in the c-suite in the

organization it's the people that sit

across from us that sit next to us as

teachers it's the students that sit in

our classrooms those are the people that

are teaching and for a minute if you

think you're not teaching a promise you

are and if we wait for the formal

classroom moment the formal training or

missing opportunities because these

things happen in elevators and in

parking lots ask ask someone why did you

come to work today why did you come to

work yesterday why are you still here

and suddenly we learn about that

organization in that history in the

place that only we stand and suddenly we

realize why we're still standing there

two Millennials as a function of our age

I know two things we don't have wisdom

and we don't have history and we can't

fake it and sooner that we can imagine

history and wisdom are walking out the

door into a well-earned retirement it's

our burden to ask to learn to find out

why we do things the way we do and why

we don't do things the way we used to

similarly Millennials if we're looking

for mentors we have to be willing to

mentor as well

remember Generation Z you know the ones

that are screwed so I have a

one-year-old and a three year old and I

just can't imagine that's gonna be the

case because I know Millennials are

gonna do this reach back hold the door

open whatever was hard for you make it

easy for them it's our burden that's our

job the generation coming to work is the

youngest most educated most diverse

generation we've seen yet provide space

for them to teach in the workplace

imagine if you could sit in a classroom

again what would you learn ask them to

train us as people that have been in the

workforce for a while and in third and

certainly not least I think we have to

practice a little bit of generational

humility so humans are 99.9%

biologically the same okay and sameness

matters but when we explore that point

1% what makes us different and unique if

we come to that place with a little bit

of generational humility I think we'll

win

now CS Lewis tells us we'll know the

humble man not because he hangs his head

thinking about how humble he is in fact

he won't be thinking of himself at all

well no the humble man because he's

asking about others with joyful

curiosity so what if we come to that 1%

with a little bit of joy in a little bit

of curiosity because that's where

diversity of thought happens see I see

the lens through one or the world

through one set of lenses one set of

glasses that's the only thing I get to

wear is a function of my place in the

world that doesn't mean I shouldn't try

on the lenses of other people and

suddenly when I see the situation that

set of lenses it might look just a

little bit different and the beauty of

it is you don't have to agree with what

you see but humility allows that space

for that story to be told even if we

can't tell it create space for someone

else to tell the story through their

lenses because sometimes we simply can't

with joyful curiosity and so here's my

challenge to us pick a person just one

and explore their own leanness and then

learn and then in the moments hurts

appropriate to teach and figure out what

they bring to work that no one else can

bring to work because that's what makes

work richer and then do it again and do

it again and then someday we're not

working with generations anymore we're

working with people and so to really

understand the beauty of the

multi-generational workplace I think we

just have to meet people where they are

and that doesn't require that we unpack

and live there with them but we might

find at least on occasion it's a

beautiful place to visit and so I think

there's just no need to argue about

which generation is the most angry or

the most in title or the most so

obsessed with food we all come to the

classroom to work back to our homes a

little bit tired and a little bit

tattered sometimes maybe let's just our

best to humbly meet people where they

are how they show up that day generation

and all and then those moments where it

can feel a little bit like

intergenerational warfare I think we can

at least all agree that shoulder pads

aren't the solution

thank you

[Applause]