Recently I was listening to an outspoken Gen Y’er complain about the “older generation” in her workplace and how she felt that her generation could do things better, faster, and more efficiently.  She griped that her older counterparts are too slow and that Gen Yer’s could run circles around them.  Why can’t they just go ahead and retire so we can run this organization more efficiently, she says.  As I listened, it got me thinking about generational differences and the underlying tensions that exist in every workplace.

It is becoming more apparent, as evidenced by my friend’s comments, that some of the greatest challenges that arise in the workplace today are the difficulties from a diversified workplace. The difference in age between groups of employees can be a source of conflict.  There is an inherent feeling of misunderstanding and sometimes resentment between the varied age groups, and unless it’s discussed the attitudes can fester into a greater problem.

The four groups in the workplace that researchers tend to focus on include Veterans (they grew up in the Depression and fought in WWII), Baby Boomers (they grew up in the Vietnam era and aren’t prepared for retirement), Generation X’ers (they are trying to make their mark, have tech-savvy skills and are weary of authority and putting work before family), and finally Generation Y’ers (they are the overly confident internet age group that loves to multi-task and use social media for communicating). 

We’ve all had to work with people of varying ages and truthfully at times it can pose a challenge in terms of attitude, communication style, and ease of using technology.   However every generation brings strengths and it’s important to break down some of the stereotypes and assumptions that each generation thinks about the other. 

While it’s great that Gen Yer’s are better apt at doing technology and working social media, they can also do it in a knee-jerk fashion that is not fully thought out or lacks substance.  On the flip side the older generation has an incredible vault of expertise and wisdom on issues and relationships, but can be slower to answer emails and expect a certain protocol that’s unrealistic. 

Regardless of what drawbacks and weaknesses any generation has they all come with strengths, and if blended together correctly they can be a powerful combination. 

Generational differences in the workplace seem to be growing more apparent with the rise of social media, baby boomers deciding to stay longer in the workplace, and everyone trying to compete for the same jobs in a weak market.  With a 10% unemployment rate, millions of people are looking for work so the strengths and weaknesses of every generation are coming to light as employers make decisions on who should fill a position—the experienced baby boomer with a range of knowledge and large rolodex or the energetic, idealistic, technology hip Gen Y’er.  The increased competition for jobs has forced everyone, no matter their age, to highlight their strengths and try to beat out those younger or older than them. 

There is no denying the impact social media sites like Facebook and Twitter have had on the way we communicate. Age is no longer an excuse for not understanding how these networks work and how they can benefit your business so everyone must be on board, begrudgingly or not.  And it’s not just social media sites changing how we do business and the interaction of staff.   New technological advances have entered the workplace such as instant messaging, electronic timesheets, and internet outlets with message boards.  Gen Y’ers think they have the advantage because they grew up in the internet age, but that can’t always take the place of wisdom and knowledge that only someone in the workplace for a long time can earn. 

So how can different generations work together in a more productive and respectful way?  First, to create a successful intergenerational workforce there must be open and honest dialogue among staff that recognizes and applauds the differences.  Secondly, the unique strengths of each generation must be recognized by leadership and given ways to utilize them through job descriptions and promotions, delegation of tasks, and measured goals. 

Generational conflicts should be anticipated in any workplace and surfaced when appropriate.  In certain instances, a training about age differences may benefit employees, and increase their appreciation about how each other functions and operates.  Often times the frustration employees feel with someone of another generation can be unjust because the negative is the only focus.  In my own experience, the intergenerational problems between staff can be trying to differentiate between whether it’s a personality and productive related conflict or simply a difference in background and work style. 

In our modern age, there continues to be a new versus old attitude and competition when it comes to what works—whether that’s people, technology or systems.  Instead of which age group is better how about finding ways to mold the strengths of every person and encouraging everyone, no matter their background, to create viable solutions for a more productive, efficient workplace.