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Agrimarketing : October 2007
Employers for awhile have talked about generations in the work- place. For the first time we have four generations working side by side. Employers that pay attention to this aspect of the business atmos- phere and invest in training have noted increased team synergy and overall production results. Let's take a look at some of these differences. TRADITIONALISTS (1922 -- 1945) Traditionalists are the oldest mem- bers of the workforce. They have the most work experience giving them applied knowledge, standards and often times authority. This genera- tion values dedication, duty, loyalty and conformity. They are sometimes perceived as authoritative and unwilling to accept new ideas or change. Empower this generation as mentors for younger generations. BABY BOOMERS (1946 -- 1964) Baby Boomers make up the largest population within today's workforce and therefore have a significant impact on workplace culture. This generation brought about the change of women in the workplace. The motto of this generation --- "Live to Work." Baby Boomers excel in teams and make decisions by consensus. GENERATION XERS (1965 -- 1980) Generation Xers, unlike their par- ents, have a motto of "Work to live." This generation is self-reliant, unim- pressed with authority, and prefer to find their own ways of doing things. Generation Xers like to have clear goals and objectives defined, but then allow them the freedom to determine the most effective way to get the end result. They don't believe in working longer, but working smarter to achieve goals. MILLENNIALS (1981 -- 2000) The newest of the generations, the Millennials, are often tagged with having a false sense of entitlement or cocky. They are intellectually curious and confident. Millennials have grown-up socially integrated with adults since a young age and have had peer-to-peer relationships with all age levels. Because they've been involved in so many activities since such a young age, they are great at multi-tasking and can efficiently complete multiple projects at once. Provide feedback to this generation on a regular basis --- remember 'no news is bad news.' BRIDGING THE GAP Understanding the differences is the first step toward building an effec- tive team and organization. When working in multi-generational teams keep in mind: • All employees must be held accountable for the same standards. • Be careful not to stereotype. • Appreciate the strengths of the generations. • Manage the differences effectively. • Make an effort to interact with others outside of your generation. While there are definitely steps that can be taken to improve the workplace atmosphere in regards to generational differences, the fact is respect and understanding of the dif- ferences can go a long ways. To learn more about the impact of genera- tional differences in the workplace, contact AgCareers.com. AM October 2007 AgriMarketing 11 GENERATIONS The Scoop on Recruiting WORKPLACE CHARACTERISTICS Traditionalists Baby Boomers Generation X Millennials (1922 -- 1945) (1946 -- 1964) (1965 -- 1980) (1981 -- 2000) Work Ethic & Values Hard work Workaholics Eliminate the task What's next Respect authority Work efficiently Self-reliance Multitasking Sacrifice Crusading causes Want structure and Tenacity Duty before fun Personal fulfillment direction Entrepreneurial Adhere to rules Desire quality Skeptical Tolerant Question authority Goal-oriented Communications Formal In person Direct E-mail Memo Immediate Voice mail Feedback and No news is good Don't appreciate it Sorry to interrupt, but Whenever I want it, Rewards news Money how am I doing? atthepushofa Satisfaction in a job Ttle recognition Freedom is the best button well done reward Meaningful work Excerpts from: FDU Magazine Online (Winter/Spring 2005)
November December 2006
November December 2007