In addition to differences in ethnicity, background, gender expression, and sexual orientation, one area of differentiation to watch out for in the workplace is age. The current era in the industry has done away with a lot of seniority-based corporate structures, opting instead for more meritocratic structures in leadership.

It is no longer uncommon to see multiple generations all across a company. As generational diversity in the workplace increases, so too can conflicts based on age and experience. 

In order to avoid this, it is important as a leader to recognize that each generation has different standards and different needs. From there, compromises and specific corporate structures could be constructed for better productivity and smoother interactions. 

The demographics

There are roughly five generations active in today’s corporate world: the traditionalists, baby boomers, generation X, millennials, and zoomers.

Traditionalists are people who were born in the years 1925–1945. They exhibit intense loyalty to the companies they end up working for and are suited for face-to-face collaboration.

Baby boomers are people born in the years 1946–1964. They are responsible for many of the corporate structures still in use today but can be reserved in terms of communication. They value hard work and prefer the structure of the eight-hour workday.

Generation X is composed of people born in the years 1965–1979 and can be considered the television generation. While generally more adept at technology than boomers, they are still considered the middle child between boomers and millennials.

Generation Y, or Millennials, are people born in the years 1980–1996. They are currently the largest part of the corporate demographic and are expected to comprise 75 percent of the global workforce by 2025. Having grown up in a world of rapidly developing technology, they are shown to be versatile and innovative.

Generation Z, or Zoomers, are people born from 1997–2015. This generation has grown up entirely with internet access and wireless connectivity. They are true natives of the digital age and value flexibility in working hours. Similar to their predecessors, the millennials, they value ethical practices and diverse environments.

The issues they face when they all work together

Each of these generations grew up in different circumstances and have had different contributions to culture and development.

A good example is their differing views of work. Traditionalists, Boomers, and Generation X might consider work as the most important aspect of their lives. Millennials and Gen Z might prioritize work-life balance, wanting to dedicate portions of their energy to self-actualization and social responsibility. 

The latter two generations might favor flexible structures in the office and can be seen as lazy or entitled by previous generations, who favored the eight-hour workday. What needs to be done in this case is to showcase how either strategy is valid and to make them understand that different people work differently.

Older generations might also be more resistant to change and might push for more tried-and-tested and stable strategies. This could then make younger members of the company feel like their ideas, skills, and talents aren’t being heard—and are therefore being wasted. 

Traditionalists and boomers also have a tendency to value loyalty to the company, having experienced a culture that routinely rewarded lifelong dedication. Gen X, Millennials, and Zoomers, however, grew up in the age of lay-offs and a recession, making them skeptical of the often-hollow promises of job security in this age. 

Conclusion

There are many, many more reasons that these generations could experience conflict. What is important to all of these generations—and to all employees in general—is that they feel heard in their concerns and wishes. More often than not, generational conflict is caused by insecurity—whether it’s about the job, the changes, or anything else.

Listen, communicate, and facilitate. The easiest way to bridge gaps between people is to help them understand each other’s situations, and with understanding comes smoother and more friendly interactions.

To learn more about corporate communication and handling generational conflict, we at Skill Builder Pro have the resources you need to run your company better and more efficiently. Send us a message to learn more!