Bridging the Generation Gap In the Workplace

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"I hear almost everyday that boomers are faced with the stereotype that they don't know technology and are afraid of technology, which is sometimes true. However, there are just as many boomers that are very comfortable with technology of all types and don't feel that this should be a myth that's out there."
"I hear almost everyday that boomers are faced with the stereotype that they don't know technology and are afraid of technology, which is sometimes true. However, there are just as many boomers that are very comfortable with technology of all types and don't feel that this should be a myth that's out there.""Another challenge in the workplace is personal, yet it has to do with the workplace, and that is that they have parents who are old enough that many of them have healthcare issues are being placed in nursing homes. A lot of colleagues that I have that are in their 50s and 60s are put in this dilemma. They're trying to concentrate on work. They're at a place in their career where they're very high level, very busy, and yet, they still have to take care of one or more parents.""In terms of work ethic, the Gen Xers, after the boomers, and then the Yers after them, are all very interested in work-life balance, in telecommuting, in having flexible hours. And the boomers grew up thinking, well you have to have face time, you have to be at the office, you have to be in meetings face-to-face. They're thinking that the younger generations have no work ethic. The younger generations are thinking the boomers are too rigid in the style and approach that they have in the workplace."
"Another issue that I'm seeing is that many baby boomers do like to have the face-to-face communication if at all possible, meetings preferably, and the Yers and Xers are more apt to want to use instant messaging, texting, Webinars and Skype, that kind of thing. Using technology to communicate instead of face-to-face communication is causing some huge issues in the workplace."
"The older boomers are often interested in making lateral moves or even taking a step back now. Maybe they have ended their career in one arena and they want to stay in the workplace because they're in their early 60s, for instance. Yet, the difficulty is finding an organization that doesn't deem them to be over-qualified and doesn't worry if they don't get the same level of salary that they're earning that they will leave.
Actually, a lot of boomers are really ready to have a different stress level so they can travel, perhaps, or spend time with their grandchildren. So I think there's that perception out there are boomers aren't willing to take a step back because of their career and many boomers are interested in re-careering and not necessary for the same salary level."
"When Gen Y-ers are looking for coaches and mentors they're really resonating with the radio babies. The boomers are mentoring younger boomers because that's such a wide age span.

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  • Spot on insights. I work with people age 25 to 65 and see these differences everyday. It takes some diplomacy and courtesy to navigate the 'maze', but it must be done, if an organization wants to keep and promote good employees.
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Bridging the Generation Gap In the Workplace

  1. 1. B R I D G I N G Boomers vs. Generation Y: Bridging The Generation Gap At The Office THE GENERA TION
  2. 2. Rigid. Overbearing. Closed-minded. -Just some of the words sometimes used to describe Post50s in the workplace.
  3. 3. Lazy. Entitled. Self-absorbed. -Equally harsh words used to describe some young employees.
  4. 4. Generational conflicts have always been present in the office.
  5. 5. TENSION will arise if you put a group of strangers together from differing generations and ask them to work side-by-side for eight or more hours each day.
  6. 6. BABY BOOMERS & GENERATION Y have clashing values and views of the world.
  7. 7. 47% OF YOUNGER WORKERS COMPLAINED THAT OLDER MANAGERS WERE RESISTANT TO CHANGE AND HAD A TENDANCY TO MICROMANAGE.
  8. 8. 33% OF OLDER RESPONDENTS GRIPED THAT YOUNGER WORKERS INFORMALITY, NEED FOR SUPERVISION, AND LACK OF RESPECT FOR AUTHORITY WERE PROBLEMATIC.
  9. 9. Those age 65 and older now exceed 35 million! in the United ! States. ! They represent the heart of today's management.!
  10. 10. 20% OF MIDLEVEL CORPORATE EMPLOYEES REPORT TO A BOSS WHO IS YOUNGER
  11. 11. So how do boomers cope when workplace conflict heats up?
  12. 12. 8 tips for boomers to bridge the generation gap at work
  13. 13. LEARN NEW TECHNOLOGY 1.
  14. 14. 2. manage personal DISTRACTIONS DISTRACTIONS DISTRACTIONS
  15. 15. Understand Different 3. Work Ethics
  16. 16. co mmun 4. learn to
  17. 17. embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change embrace change 5. EMBRACE CHANGE  
  18. 18. 6. find a mentor
  19. 19. 7. STAY CURRENT
  20. 20. TAKE A   8. OF FAITH  
  21. 21. THANK YOU

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