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June 2007 Newsletter

Generations Apart
by Colette Komst-MacEwen

We are confronted with interesting times in our work force as in no other time in history. Until 25 or 30 years ago we had only two generations working together. As older workers retired; the next generation moved up to replace. For the 1st time in modern history, we have four generations working together (or at least trying to). We have continually faced recruiting, communication, training, and strategic planning issues. Today, age diversity and the “Generation Gap” poses new challenges for Human Resource (HR) and managers as we try to ensure we treat all employees fairly not necessarily equally.

A generation gap is a popular term used to describe wide differences in cultural norms between members of a younger generation and their elders. This can be defined as occurring "when older and younger people do not understand each other because of their different experiences, opinions, habits and behavior. (Wikipedia)

Each generation has unique characteristics and personalities that continue to frustration and exacerbate the generation ahead and behind them. It is important to remember the quote:

“So it is said that if you know your enemies and know yourself, you will win hundred times in hundred battles. If you only know yourself, but not your opponent, you win one and lose the next. If you do not know yourself or your enemy, you will always lose.”

Sun Tzu in “The Art of War”

So, if can’t beat them, learn about them.

Communication and understanding are central in this diverse environment. Recruiting and succession planning are critical and there is a growing need for using tools that help you understand yourself, your team and your future employees (i.e Predictive Index, Can Do, 360, etc). As managers we need to be concerned about: who we are, who they are, and whether we can all work together. Having the wrong fit on any team can decrease morale, productivity and overall performance.

As organizations strive to understand their employees and their diversities they have discovered that they need to offer a multitude of programs in order to satisfy the requirements of the generation mix( i.e. Flexible benefits, self directed RRSP, flexible work schedules, EAP, Health and Wellness programs etc). Many organizations have finally figured out how to recruit the young techno-savvy talent only to have them collide with seasoned employees over issues like work ethic, respect for authority, dress code and every work arrangement imaginable.

As a result of the generational conflicts HR often takes on the role of mediator and translator between the generations requiring HR to become experts on generational diversity. The fact is, generational conflicts are not merely a matter of young versus old. The diversity and struggle to understand each other represents critical business issues every organization faces as it transitions from the workplace of the past to that of the future. Managing the Generation Mix will help you place your multi-generational team on the course to collaboration.