Ingredients: Boomers, GenXers, Millennials.
Mix well. Add plenty of tension.
Another article about generation tensions and conflicts in the workplace, with possible solutions. This is an older article but within the last 6 months.
“One of the big struggles companies have is with people who are not playing well in the sandbox,” says Jim Lanzalotto, vice president of strategy and marketing for Yoh, an IT talent and outsourcing services firm. “And it’s more pervasive when we talk about the situation we have between the generations.”
I dig the phrase “not playing well in the sandbox.” I mean, I know it’s supposed liken employees to children, but I couldn’t help thinking of cats pooping in their litter boxes, but then that’s the way I roll.
Gravett says their research showed that 68 percent of Baby Boomers feel “younger people” do not have as strong a work ethic as they do and that makes doing their own work harder. Thirty-two percent of Gen X-ers believe the “younger generation” lacks a good work ethic and that this is a problem. And 13 percent of Gen Y-ers say the difference in work ethics across the generations causes friction. They believe they have a good work ethic for which they’re not given credit.
Big surprise there, eh.
Generational clashes in the workplace are nothing new. What is new is the extent to which the retirement of the Boomers will leave employers scrambling to recruit and retain the talent they need. The American Society of Training and Development is predicting that 76 million Americans will retire over the next two decades. Only 46 million will be arriving to replace them. Most of those new workers will be Generation Y-ers
Although this could bode well for GenXers and GenYers, in terms of bargaining for higher salaries form companies.