Communicating across generation gaps.

I have seen an incredible amount of books and articles come across my desk lately about Generation Gaps. Why? This is the first time in history that four generations of workers have been in the workplace at the same time. This should make for an exciting time of diversity that will work to enhance and improve our workplaces. What is getting in the way? Communication, or lack there of.

Each generation "uses a different language," says Paul Storfer, president of HR Technologies, a firm that develops workforce management software. For example, the term "communication skills," might mean formal writing and speaking abilities to an older worker. But it might mean e-mail and instant-messenger savvy to a twentysomething.

Being aware of generational differences can help you anticipate miscommunications and tailor your message for maximum effect — whether you're applying for a job, pitching a new idea to your boss or leading a team.

Of course, a person's age is just one factor shaping the way he or she communicates. Birth year alone doesn't necessarily dictate generational outlook.

"There's not a magic age when you become a member of a generation," Stillman says. A tech-savvy and young-at-heart baby boomer, for example, might fit the Generation X profile, while a conservative Xer could think more like a traditionalist.

But experts say you should keep these general patterns in mind when communicating across generations:

Traditionalists (born 1922-1943)*
The Great Depression and World War II were critical events shaping the mindset of the "Greatest Generation." These workers place a high premium on formality and the top-down chain of command.

A traditionalist, for instance, is more likely to write a memo than shout across the room, and he might be offended by the more direct, immediate approach of Generation X.

Respect is also important. A study by Randstad in 2001 shows that respect is the traditionalists' top psychological need. Younger workers might be accustomed to a flat corporate structure, but they can earn points with these colleagues by using formal titles instead of first names or scheduling a meeting rather than dropping in.

Putting things in historical perspective also can help sell traditionalists on your message, Raines says, because they prefer to make decisions based on what worked in the past.

Baby boomers (born 1943-1960)
"Boomers are people who work to live," says Connie Fuller, co-author of Bridging the Boomer-Xer Gap. Growing up with 80 million peers has made this generation a highly competitive one, and boomers are generally willing to sacrifice for success.
Recognition is important to boomers, according to the Randstad study, and Raines says they favor a personable style of communication that aims to build rapport.
Like the traditionalists, baby boomers tend to favor a top-down approach and value respect. But they also can be credited with reshaping corporate culture with casual dress codes and flexible schedules.

Generation X (born 1960-1980)
A higher divorce rate combined with an increase in working mothers meant many Xers grew up as "latch-key kids," frequently left to their own devices. They saw how much their baby boomer parents gave up for their careers; then they saw many of them laid off in the 1980s recession.
As a result, Xers tend to be skeptical, highly individual workers who value a work/life balance. Most would rather be rewarded with extra time off than a step up the corporate ladder. If they need to work extra hours, they want to know why.

Generation X was shaped by a culture of instant results — from remote controls to the birth of the Internet — so they value efficiency and directness. "When we've wanted information — boom — we've been able to get it," Stillman says. "Expectations are immediate and instantaneous." Older workers can communicate best with Gen Xers by cutting to the chase and avoiding unnecessary meetings.

Millenials or Generation Y (born 1980-2002)
Raised by young boomers and older Xers, the first members of this group are just entering the workforce. "A lot of people are thinking that they're just like Generation Xers, only younger — and they're not," Raines says. Unlike the Xers, millenials are highly collaborative and optimistic. They do, however, share Xers' emphasis on work/life balance and comfort with technology.

They've been taught to "put feelings on the table," Stillman says, and have had significant influence in how their families are run. These youngsters, for instance, make 74% of their families' leisure decisions, according to a study by Stillman and his co-author, Lynne Lancaster.
It will be important to allow them a voice in the office and to present messages from a positive standpoint for these can-do young people, though we'll have to wait and see what effect they have on the corporate scene.

Looking at generational trends is one way to begin anticipating others' preferences and seeing differences on a less personal level.

A baby boomer manager who knows that Generation X tends to value work/life balance, for example, and might be less likely to attribute a worker's resistance to overtime as laziness. The two will be better able to work out a compromise.

"Good business is based on good communication," Raines says. "We oftentimes think we know the one right way to communicate, and in business that just isn't the case."

*These years vary according to different demographic models.

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Five Quick Gen Y Tips...

"To stay competitive in today's marketplace, employers need to understand the characteristics of Generation Y candidates and recruit accordingly," advises Ann E. Zaslow-Rethaber of International Search Consultants (ISC), a leading executive search firm that specializes in the sales and marketing industry on a nationwide as well as international basis.

Generation Y includes those born between 1980 and 2003 and have nearly twice as many members as the earlier generation - Generation X. Here are a few suggestions on how to recruit for this new group of candidates:

• Understand their characteristics - Members of Generation Y are confident, independent, socially conscious and comfortable with technology. They are career driven and when looking for a job, take a different approach then generations before them. Instead of asking themselves what companies are they qualified to work for, they ask themselves what companies they want to work for and go after those.

• Get their attention with a strong recruiting message - since these are tech savvy candidates, recruiting and delivering information in a creative way via the internet is a must. These candidates have no problem being marketed to so be direct and hit home on the strengths of the company and position. Avoid misleading or false messages - straightforward is always best.

• Offer flexibility - while this group in general is self motivated and hardworking, they want to have flexibility on the job. You can attract them to your company by promoting such perks as flexible work schedules, telecommuting options, and casual dress code. Personal fulfillment opportunities rank higher in this group than do monetary rewards or richer benefit plans.

• Tout your company's community involvement - these candidates want to make a difference not only on the job but in the world. Publicize any of your company's efforts to improve the community or world such as participating in the green movement, giving to charities or sponsoring community events, for example.

• Provide ample growth opportunities - because Generation Y members are more loyal to their careers than to their companies, be sure to highlight all opportunities for growth such as training, mentoring, and career advancement. In most cases, as long as they continue to learn and grow within your company, more than likely they will stay put for awhile.

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