Why Are the Generations Different at Work?
Understanding generational differences in values, work ethics, and communication styles can transform workplace dynamics and foster better collaboration across age groups.
Our work ethic, trust, and commitment are developed during our formative years. We learn these traits from our parents, teachers, world events, and the media. When we look at the generations currently in the workforce and connect their behaviors to what the world looked like during their developmental years, it becomes easier to understand each other—and understanding one another can lead to better collaboration.
We’ll look at each generation in relation to U.S. events and the American family during their formative years. For this piece, we’ll use:
- Traditionalists (over 72)
- Baby Boomers (53 to 71)
- Gen Xers (37 to 52)
- Millennials (17 to 36)
Traditionalists
Traditionalists were raised during the Depression. Children didn’t work to buy new games—they worked to help feed their families. Nothing was wasted. The government was spending money to help stabilize the economy after World War II.
The family typically consisted of a father, mother, and siblings, with traditional male and female roles. Parents worked hard to give their children a better life. Adults talked; children listened and learned.
Young people were taught to respect their elders, their superiors, and the government. Family provided both emotional and financial security.
Baby Boomers
Baby Boomers grew up during a time of economic growth. Families were buying homes, cars, and TVs. Businesses were expanding, and good jobs were plentiful. However, they also experienced the assassinations of President Kennedy and Martin Luther King Jr., as well as the Vietnam War. Many young people began questioning authority and embracing anti-establishment ideals. They sought self-fulfillment.
Family roles began to blur. More women went to college. Dr. Spock published his influential book on child-rearing. Divorce rates rose. Television became common in American households. People were living the “American Dream,” and a distinct Generation Gap emerged between parents and children.
Young people were more financially comfortable and better educated, making them less willing to follow instructions without questioning them.
Gen Xers
Generation X witnessed a continued erosion of trust in leadership. They saw Watergate, the Kent State shootings, and civil rights violence such as the killing of Black Americans in Mississippi. Corporate downsizing began. Environmental concerns grew with incidents like Three Mile Island and the spotted owl controversy. HIV/AIDS emerged. Problems in the Middle East created an energy crisis.
Traditional families continued to shift, with single-parent households, second marriages, and blended families becoming common. With both parents working, children often came home to an empty house with a list of tasks to complete before their parents returned. They became independent and self-sufficient—think of the slogan “An Army of One.” Computers entered the home, expanding their access to information and technology.
Millennials
Millennials saw the IT bubble burst and experienced the 2008 economic crash. Many parents lost jobs, were unemployed for long periods, or took lower-paying positions. Terrorism became a central concern, both internally and externally, with events such as the Columbine massacre, 9/11, and the bombing of Marines in Lebanon.
Parents became more protective of their children’s safety. Kids were rarely left alone. After-school programs and structured summers became the norm. Parents emphasized their children’s value and encouraged them to believe they could accomplish their goals. Parenting roles became more evenly shared between men and women.
What Does This Mean for Our Work Teams?
There are fundamental differences between generations. The shift from trusting family and authority to trusting oneself and relying on those who earn that trust has evolved over 75 years and four generations. We do not all think alike—and we never will.
What Can You Do About It?
Don’t expect your coworkers to have the same motivations or behaviors that you do. Try to understand their backgrounds and perspectives. Remember: most actions and reactions at work are not about the person receiving them—they reflect the experiences and mindset of the person expressing them.
If you are working with Millennials, remember that they were raised to believe they have value and something to contribute. They have witnessed untrustworthy leadership. They focus on self-reliance and may need more direction and clear guidelines than Gen Xers.
When working with Gen Xers, expect independent thinkers. They want a task, the tools to complete it, and the freedom to determine the best way to get it done. Trust matters greatly to them, and they do not give it easily.
For Baby Boomers, authority and structure carry more weight. They appreciate organized meetings with agendas and are less likely to question leadership publicly.
Traditionalists expect to be listened to and respected due to their age and experience. Public challenges are difficult for them. They value clear hierarchy and often find change especially challenging.
By better understanding why people behave the way they do, it becomes easier to build empathy and work toward common goals. We are all trying to do a good job—we just go about it in different ways.
