blog entry

Climbing the Ladder Includes Bridging the Gaps

Christy

Please forgive the “sabbatical” skirt! readers. I am back online and wanted to expand on “Generations in the Workplace,” with this second post on the topic.

We can jump back in by mentioning that most workers will happily hang with like-minded (and aged) cohorts while at the office. So what if we are lunching and water cooler chatting with friends who are part of the same generational group? Why do we care to forge more understanding between the generations?

There are many things that differ between us generationally besides age (e.g. relationships, goals, values, perspectives of leadership and authority, work ethic, reasons for working, plans for the future, and etc.). And as one can clearly see, these issues are core to the way we view our work, our customers and our colleagues and they will most definitely have a direct impact on how our businesses operate.

Some of the ways it will personally affect you include:

Workforce Shortages
Many of us who have been in the workforce for any extended period of time have probably had to come to terms with having to “wear more hats” in the workplace. The economy will often play a factor in the “get more of out less” business mentality, however, as Baby Boomers and Silent Generation workers gear up for retirement, those individuals who are left at the office will have no choice but to step up and take on more. In fact, professionals in some disciplines are already under pressure, especially in the niche talent areas like healthcare, engineering, and the skilled trades. And with a shortage of new talent to take their place and the Gen X and Gen Y unwilling to work 80 hours a week, there will have to be a dramatic change in our working landscape. It will take the collective brainpower of all of us to come up with workable, productive, profitable solutions to this problem.

Knowledge Transfer
Due to the stellar work ethic, dependability, and confidence portrayed by the Silent Generation and Baby Boomers, often times they have held positions of leadership or have been entrusted to carry out key roles independently. Once these employees retire, however, the workers left behind may not have all of the information they need to carry on the tasks successfully. Employees who are planning to be tomorrow’s leaders and employees who are planning their retirement vacations have got to get together to compare notes, share knowledge, and ensure one another’s continued success.

Silence the Stereotypes
As women in the workplace, we are no strangers to the difficulties stereotypes can play in our continued advancement and satisfaction in the workplace. Learning more about our colleagues across the generational groups helps us to squelch those unfair stereotypes (like the misperception that Silent Generation workers are computer illiterate and that Gen Y workers have a terrible work ethic or an over-inflated sense of entitlement).

Combine to Crush the Competition
Bottom line is that professionals who learn to see the value in cross-generational interaction will have the competitive edge. Leaders and followers alike will watch to see how we leverage everyone’s strengths and perspectives. Whether it is someone’s proven experience or fresh new perspective, a skeptical examination of what “always was” vs. what could be, or the diligent hard work AND unapologetic demand for a personal life, all these factors that normally define us individually can combine to make us unique and powerful in today’s marketplace.

I challenge you to do one thing this week to build a bridge with a co-worker from another generation. Make a pact to go to lunch with an older, more established colleague in the office. If you are a 20-year Veteran, commit to meet with one of the Newbies over a cup of Starbucks tomorrow. Start a lunch hour book club, and read something that personifies each generational group. Launch a peer-mentoring program, designed to create those unlikely matches between co-workers.

Got any bright ideas of your own? Feel free to share!