Millennials vs. Baby Boomers: Adapting the Workplace to Accommodate Both
The differences between the Millennial (born 1980ish-2000) and Baby Boomers (born 1947-1966) generations are noticeable and stark. To that end, the differences between these two generational groups have been the subject of many articles and many talk radio shows (my friend fellow boomer and host of the always amusing The Recruiting Animal Show loves the get me “going” on the topic).
Before I legitimately entered the Web 2.0 world several years ago, I thought the planet was in serious jeopardy (how boomer-centric of me!). While Millennials aka GenY have their own problems —just like me and my fellow boomers —I believe that their sense of community, connectivity and transparency, may, in the end, save a world that is being run into the ground. That said there is an interesting article in the Sunday New York Times business section written by Michael Costonis and Rob Salkowitz that clearly delineates the differences between Millennials and status-quo boomers; and why it is important for boomers to co-exist rather than resist Millennial trends in the workplace. The authors describe Millennials this way:
“Young workers grew up in a digital culture distinguished by near-immediate sharing of information. They tend to be collaborative and team-oriented, even when they aren’t technology experts. They grew up multitasking and don’t see the sharp delineations between “work” and “leisure” that previous generations did. Millennials often prize freedom, innovation and speed over security and stability. They seek flexibility in work schedules and work locations.
Most of all, young workers take access to technology for granted — as a way to get information, keep track of friends, schedule activities and do their work. And, of course, this access has now gone mobile, via wireless connections and smartphones.
Newer technology also creates a more networked and less hierarchical workplace. Work is distributed across more people in more places, with virtual teams communicating more or less instantly.”
Not a bad set of characteristics and skill sets, if leveraged correctly, may actually improve workplace efficiency and productivity and possibly reduce costs!
We boomers like to think of ourselves as agents of change. While this may have been true in the ‘60s and ‘70s, it is no longer the case—once a group becomes the so-called establishment there is no impetus or inducement to change the status quo. And, as many boomers have learned, change can be difficult and nobody really likes it!
With this in mind, it makes sense for boomers to tap into their inner, ancient desires for change and accommodate, rather than resist, workplace changes being insisted upon by millennial hires. After all, they will be running the world in the next decade or so and if we aging boomers want to be taken care of and treated well, then a little support and understand may go a long way! And, as we used to say back in the tumultuous ‘60s: “Try it; you’ll like it!”
Until next time...
Good Luck and Good Job Hunting!!!!!!
Addendum: I was taken to task by a GenXer who claimed that, in typically Baby-boomer style I tried to butt in on GenX by asserting that the Boomer generation extended until 1966. While some experts claim that GenX may have begun as early as 1961 others do not and contend that it began in earnest in the West in 1966. In any event, Baby Boomers and GenXers are aging and will ultimately have to cede control to the Millennials. But hey, why not split a few hairs (even if many of us have few hairs left to do that!)
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Conventional wisdom suggests that getting involved with a work colleague is not the best thing to do. However, given the amount of time that many of us spend out work, sometimes it is difficult not to enter into work place relationship. Speaking from experience, most work place romances don’t end well or have happy endings. That said, for those intrepid souls who have no choice but to follow their hearts, I happened upon an article that may provide some advice to help navigate the often treacherous and troublesome waters of an office romance.
Everybody who works for a living has to learn how to deal with annoying co-workers who, either directly or indirectly, may have an effect on your career trajectory. However, we are living in uncertain financial times, when having a job--no matter the circumstances--is more important than personal happiness on a day-to-day basis. Nevertheless, office politics are a reality regardless of how good or bad the economy is. To that end, managing difficult co-workers is essential if you want to learn how to adroitly deal with workplace politics sand advance your own career. 
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I came across an 
As the old adage goes, “We are human and we all make mistakes.” Tell that to a person who believes that they have made a terrible workplace mistake and it will do little to assuage their fears and anxiety about what may happen if the error is revealed. In these troubled financial times, nobody wants to give a boss or manager a reason to let them go. That said, you may want to consider your options the next time that you make a mistake at work.
The mere mention of office politics makes me want to cringe. This is probably because I have never been politically motivated nor have I ever taken advantage of a co-worker to advance my career. Those who know me will tell you that I am a tell-it-like-it is kind of guy. And, I simply refuse to play the game to get ahead. That is probably why I am blogger/science writer and not a vice president or CEO of some company. Nevertheless, for those of you who are ambitious and driven, you will need to learn to successfully manage workplace politics because--you don't--you may wind up like me (not that there is anything wrong with that)..jpg)
, the answer to that question is a resounding yes!!! .jpg)
directly or indirectly, may have an effect on your career trajectory. Managing difficult co-workers is essential if you want to learn how to adroitly deal with workplace politics. I came across a 
