In the workplace, it is common to hear criticism about different generations:
“Older people have difficulty with technology.”
“The middle generation wants balance, but doesn’t compromise.”
“Younger people have no patience for processes and hierarchies.”
But does this type of thinking really contribute to the formation of a more productive team?
Each generation has its own culture, values, and way of acting. And that's not a problem. The challenge is not to change anyone. The challenge is to understand, know how to coexist, and make the most of each profile.
Understanding the differences is a first step. But, how to apply this in everyday life?
- Respect different working styles:Baby Boomers value hierarchy and stability. Generation X seeks autonomy and efficiency. Generation Y wants purpose and growth. Generation Z is digital, agile, and fluid. None of these approaches are better or worse, they are just different.
- Adjust communication:Some prefer in-person meetings, others instant messages. Some value detailed emails, others prefer quick responses on WhatsApp. What works for one may not make sense for another.
- Balancing experience and innovation:The most experienced bring strategic vision and resilience. The younger ones bring new approaches and speed of execution. The true differential lies in the sum of these forces.
- Avoid forced changes and encourage adaptations:Making everyone fit into the same mold doesn't work. The way is in mutual adaptation, and that requires patience and willingness to learn.
In addition to generational differences, a study published in the Journal of Business and Psychology analyzed data from 584,000 people across 113 countries over 30 years, revealing that work motivation is more related to a person's life stage than to their generation. Work tends to become more central until approximately age 40, when it gradually begins to lose its importance.
I personally find this data a bit controversial.
This means that many perceptions about commitment and engagement at work may be more linked to different moments in life than to a supposed “generational characteristic”.
In theory, it seems simple. In practice, it is a daily challenge. But ignoring these differences only causes conflicts and reduces productivity.
I prepared this explanation to make the differences more evident. There are many, but it's a fact.
Baby Boomers (1946-1964)
- About the work:value job stability and demonstrate strong commitment to the organization.
- Pressure for results:demonstrate resilience and dedication, often willing to sacrifice personal time to achieve goals.
- Use of technology:have adapted to technology throughout their careers, although they may prefer traditional methods of communication.
- Motivation:motivated by formal recognition and tangible rewards, such as promotions and salary increases.
- Communication:prefer face-to-face or telephone communication, valuing personal interactions.
Generation X (1965-1980)
- About the work:seek balance between personal and professional life, valuing adaptability.
- Pressure for results:tend to be pragmatic, seeking efficiency and practical solutions to achieve goals.
- Use of technology:comfortable with technology, they use it as a tool to increase productivity.
- Motivation:value autonomy and opportunities for skill development.
- Communication:use emails and phone calls, appreciating clarity and objectivity.
Generation Y (1981-1996)
- About the work:seek purpose in work and opportunities for personal development.
- Pressure for results:may feel overwhelmed by high demands, valuing constant feedback and recognition.
- Use of technology: Digital natives, they integrate technology into all areas of work and communication.
- Motivation:They look for jobs that align with their personal values and offer continuous growth.
- Communication: They prefer instant messaging and digital platforms, seeking fast and efficient communication.
Generation Z (1997-2012)
- About the work:prefer flexible and dynamic work environments, with an emphasis on innovation.
- Pressure for results:prefer collaborative approaches and may resist traditional collection methods, seeking meaning in tasks.
- Use of technology:highly proficient in new technologies, they expect their digital experience to be an integral part of the workplace.
- Motivation:They seek diverse experiences and opportunities for rapid learning, valuing authenticity.
- Communication:They predominantly use messaging apps and social networks, expecting immediate responses.
Therefore, the future of work is not about who is right or wrong, but about who knows how to create an environment where everyone performs better together. Do you agree?
