How to win the Generation Game Sandy Hastilow- Talent Programme Manager at Health Education East of England I am fascinated by people, the way they behave, the way they interact with others and what ‘makes them tick’. I dislike the phrase a ‘people person’ but for me my work in Leadership and OD is all about people. Recently I was reading an article about Generation Y and it got me thinking – what about the other generations? Gen Y research is helpful for us to learn about this particular generation but what about learning from all the generations? I knew I was Generation X but understood very little about what that meant and if I did indeed have the characteristics that defined my generation(to me Generation X were a punk band whose lead singer was Billy Idol!). So I dug a little deeper and here are my observations on what each generation offers and how we can make the best of those differences. The Generations In our current workforce we have the following generations - Baby Boomers (19461963), Generation X (1964-1980), Generation Y (1980-1994) and in the next few years Generation Z (1995-2009) will be joining. The generic characteristics for each generation are below (maybe need to insert a disclaimer along the lines of "your mileage may vary") Baby Boomers - Believe in working their way up the career ladder and that experience is of value. They like hierarchy and that you are rewarded for hard work, long hours and commitment to your organisation. They are loyal, less likely to change employers and have more of a ‘job for life’ attitude. They are often defined by their work (or job title) and don’t like flexible working, preferring face to face time in the office. Generation X – Have grown up to a background of strikes, massive layoffs/redundancies and are more likely to have had parents who worked long hours. Therefore they can be more independent, resilient and resourceful. They value freedom and responsibility and may prefer a more flexible working environment. Generation Y – One of the more academic generations, technology savvy and confident. They tend to be more learning orientated and have grown up with the internet. They use websites (or their network of friends) for research and information. They are the generation who have been told ‘it’s not the winning that counts but the taking part’ and have been praised for their efforts and told that everyone’s opinion counts. Therefore they often enjoy connecting with others and are can find team working really motivating. Generation Z – As this generation is only about to join the workforce there is not a lot of research about their work ethic. However they are already being labelled the ‘silent generation’ due to lack of verbal communication skills. Experience of my own Gen Z children’s communication skills proves this - I can send them a long(ish) detailed text and the response is usually ‘k’, not even ‘ok’! They spend almost as much time in a ‘virtual’ world than they do the real one. Playing with their friends is done from the comfort of their own homes linking up/joining in via game platforms and social media. So what can you do to make the best of each generation and what they offer? Mentors -Boomers and Gen Y will make good mentors for each other. Gen Y likes to have access to their bosses, Boomers can learn about technology and communication styles from the younger Generation. Many Boomers are near or planning retirement and they have a wealth of knowledge and skills to share and Gen Y love to learn. Loyalty – While all generations would be loyal to their employer it does not mean that they will all give long service. Boomers are likely to have been long time employees and although nearing retirement age may not be ready to retire and would welcome the opportunity for either ‘phased retirement’ (reduced hours) or contribute on an individual project basis. Gen X because of their experiences growing up may expect change and thrive on challenge. They often like to share their creative input and if these opportunities are not provided they will move on. Gen Y will be loyal as long as it brings the rewards and the challenge they seek but if not they are more likely to change jobs without hesitation. Working Style - From experience we know that both Boomers and Gen X are more used to working long hours whereas research shows Gen Y value work/life balance. However, I have noticed that Gen Y never really switch off as they use technology to keep in touch, particularly social media. So for me it’s more about where and how they work rather than the number of hours. Boomers and Gen X are likely to ‘stay late at the office’ or ‘take work home’ whereas Gen Y might leave early but during the evening or weekend they can be found tweeting or sharing websites relating to work. Gen X likes independence so will be more motivated if they can set their own working hours and have flexibility. I am curious how Gen Z will interact in the workplace. They have grown up ‘gaming’ and therefore expect instant reaction and satisfaction. Traditional working styles could seem alien to them and if planning for the future I think we need to keep an open mind and think beyond what we know and take for granted. So how do you win the game? Is there a game to lose? I appreciate that these are broad traits for each generation and there are a number of other factors which have impacted on the workforce over the generations such as multiculturalism, the non-traditional family, the changing role of women at work. In addition personal circumstances will also have an impact on an individual’s work ethic. However we know we have a diverse workforce so isn’t this just one more factor we need to consider? I also noticed whilst reading the various research about the generations that the dates for each generation varied so those born ‘on the cusp’ of each generation may find they may share traits of 2 generations. I would generally apply the "law of horoscopes" here. I certainly have the traits of Gen X with regards to my working style, I love flexibility and freedom (a bit of a maverick) and if that is restricted I know that I don’t work to my full potential and can disengage with the task in hand. I also know from experience that when I am given freedom to be creative and the flexibility to plan my own work I am more motivated, engaged and a much better person to be around. Developing this self awareness has made it easier for me to understand my strengths and deal with my preferences when they might be in conflict with the organisation. Winning the Generation Game I think having an engaged and motivated workforce is winning and if you want to make sure your organisation is a winner below are my top tips of how to play the ‘Generation Game’:       Gen Y won’t ‘grow up’ to be like Gen X and what has worked in the past is unlikely to work for the future. When developing your learning programmes don’t think learning styles think learning generations – what worked great in 1984 probably isn’t going to work in 2014 or 2024. Understand and manage your generations (and their differences) and it will reduce internal conflict and enhance employee engagement. Learn from past but prepare for the future. Each generation can learn from the other – share what you know! Organisations should help people to better understand their own preferences and patterns in order to ensure that needs are met in the best way. Want to know more? There are a number of resources and research available on the different Generations, below are some of the articles before writing this piece. 360 The Ashridge Journal, Summer 2013 How Gen Y & Boomers will reshape your agenda – Harvard Business Review, JulyAugust 2009 Are your people your power– Article, The Access Group January 2014 Megatrends: the trends shaping work and working lives – CIPD, July 2013 Multigenerational Characteristics, Bruce Mayhew consulting web article