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Challenges arise because we all define “respect,” “feeling valued,” or “working hard” in different ways. Taking the time to understand what people really mean when they make comments that upset you will help tremendously. If you probe a little deeper and perhaps ask what was meant by the comment, you’ll likely find the intention was not what you thought. When the focus in conversation is about “right” vs. “wrong,” it is helpful to come back to the common ground between people.
The following chart, “Five Shifts to Common Understanding,” shows the corresponding viewpoints of both young and seasoned professionals, with a focus on creating common ground in each example:
When you or your team members are unclear as to the organization’s direction or individual career goals, there’s a much greater need to protect and covet rather than share and contribute. However, when there is alignment between your company/department mission and individual career goals, synergy results. Team members see how their contribution affects the whole and the conversation switches from “Why am I not getting what I want?” to “How can I further support my organization, while advancing my career?”
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Our fast pace, hurry up, and results now world appear to me to not be conducive to this very good advice. While a project may suffer some short term delays I think establishing common ground across generations in an organization would definitely have long term benefits. Taking the time to understand what people really mean also applies to personal relationships outside of the workplace. It just seems like all common sense to me but on the other hand it’s something that can be mistakenly overlooked.
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The key points in the post is great; Finding the middle ground & common understanding is very important. That’s why the younger generation should learn to manage-up to find the balance between the generational needs.
Although I don’t agree on the understandings on chart for both boomers & gen Y. ‘What the company can do for me’ is more gen x than Y; ‘How can I contribute meaningfully’ seem more gen Y. ‘Adhere to the rules’ or ‘just do the work’ is not really the style of boomer generation either. (They did fought against establishments for human rights)
Even though the chart looks more fitting for Grayer vs Gen X 10-15 years ago but the point on bridging gaps is pretty timeless.
It would be interesting to see something like this that included Generation X, many of whom are the direct supervisors of Generation Y. Baby Boomers are still the big bosses, but may be a hierarchical step or two removed from the Gen Y hires.
Also, I do think that Baby Boomers are prone to “ad here to the rules” and “just do the work”–they were shaking things up 40 years ago, true. But then they decided that they wanted to advance at work, buy houses, and send their kids to college. Also, the bosses want “them” to “just do the work” so that the bosses don’t have to do it.
Where’s Generation X in this? Are they part of the Boomer crowd or the Gen Y crowd?
From my own perspective, I share values from both sides of the camp. I want it all now, stay at work when needed, but I maintain flexibility within limits. I do have fresh ideas and fight to implement it, but I don’t count on companies to reward me.
I work like a Boomer, but think like Gen Y.