Much has been written about Generation Y and their controversial entry in to the workforce. Viewed by many as spoiled, arrogant and ill-prepared, the newest generation to hit the job market is fighting back, vowing to change the way our society views work, and leveraging their tech savvy skills to do it. Sites like www.EmployeeEvolution.com are designed to voice Gen Y’s opinions about what they feel are the outdated approaches of corporate America. Yes, Gen Y appears determined to get management’s attention. However, they aren’t the only ones causing a ruckus.
With more than half of the working population claiming to be dissatisfied on the job, it turns out, all the generations are digging in their heels, and in turn, creating team dynamics that are hurting both themselves and the companies they work for. Just ask workplace consultant, J.T. O’Donnell, www.jtodonnell.com, who specializes in coaching managers and their employees on generational differences. In the last year alone, she has spoken to literally hundreds of professionals who are struggling with an inability to lead or work within multi-generational teams. “Speak with any manager today who is responsible for leading employees of varying ages and they’ll tell you: workers from different generations might as well be from opposing planets. The disconnect and subsequent lack of respect and teamwork between the generations right now is growing at an alarming rate. More importantly, the time and energy it’s taking managers to deal with problems created by generational differences is draining.”
O’Donnell says the current friction occurring between generations is reflective of their extremely diverse views as to what ‘being professional’ really means. “Their definitions of terms like ‘career,’ ‘work-life balance,’ ‘feedback,’ ‘responsibility,’ and ‘commitment’ vary so greatly, it’s impossible for them to see eye-to-eye, let alone work together in harmony.” O’Donnell says each generation is frustrated to a point of distraction, in turn impacting overall job satisfaction and productivity levels. “I hear young people say that they can’t wait to get rid of all the ‘old folks’ that are using antiquated approaches to business and who don’t give them immediate respect as an equal. At the same time, the older generations say they are infuriated by younger workers ‘laziness and acts of entitlement’ and are tired of being shut out of the workforce by younger employees with zero experience because they cost less.” O’Donnell says the blame game is in full swing, and it’s widening the generation gap to Grand Canyon status.
How can managers learn to overcome generational differences and build strong, effective multi-generational teams? O’Donnell says corporate leadership needs to understand generational perceptions and their impact on management strategies. Why? So companies can leverage the strengths of each generation, educating team members in the value of having a employees of all ages working together. “Only companies who seek to bridge the gap now will be able to retain their multi-generational talent and build organizations that will survive long-term. Otherwise, excessive turnover will occur as disgruntled employees look to get away from co-workers they don’t respect.” O’Donnell also says studies show a talent shortage is expected in 5-10 years as Baby Boomer start to retire, and that the lack of younger employees who will be ready to take over will make it difficult for companies to survive as senior leaders exit. O’Donnell concludes: “If a company really wants to identify future leaders and build succession planning strategies that will help it stay strong and grow well into the future, it must find ways to get all the generations in its employ, old and young, to respect and appreciate one another.”
J.T. O’Donnell left corporate America in 2001 and started her own workplace consulting and private career coaching firm, www.jtodonnell.com. She is co-author of the nationally syndicated career advice column, “J.T. & Dale Talk Jobs,” and author of “Find Your Career Path,” a self-help book for American workers struggling to find greater career satisfaction.
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