“Attitudes to work in the 21st century, boomers, slackers and Y?”

Reading a small selection from the plethora of books describing the differences between generations, it’s easy to get caught up believing the clichés and stereotypes given to the post-war generation of Baby boomers, (those born between 1946 and 1964), Generation X, (those born between 1965 to 1977), and Generation Y, (born 1978 – 1998). Nevertheless, it’s an interesting exercise to take a snapshot of your own workplace and see if you can recognise any ‘generational differences’ manifesting in attitudes to work and interactions between your colleagues and bosses, and examine whether some of the clichés apply. What I’ve discovered is how contradictory these stereotypes can be.

Baby boomers are often portrayed as ‘toeing the company line’, doggedly working their way to the top, not questioning their ‘superiors’, and resisting change. However, baby boomers were once young rebels and have turned out to be the innovators of society. A recent issue of BRW focuses on some of Australia’s top innovators, most of whom are baby boomers.

Generation Xers on the other hand, want to satisfy their need for relationships and socialisation through teamwork, and are supposed to bring a more ‘relaxed’ attitude to work. However, Gen Xers are not necessarily the slackers described in Douglas Coupland’s cult classic Generation X: Tales for an Accelerated Culture. They’re extremely hardworking, but not without questioning the status quo. Research suggests this generation is less concerned with status and money than their baby boomer predecessors. Penelope Trunk, a columnist at the Boston Globe reports there has been a shift in work ethic taking place since Generation X became adults.

Generation Y, the youngest generation at work, want to be treated with respect and recognised for their contributions to an organisation's success. Along with Gen Xers, they got a rough deal, as, unlike baby boomers, they have never been able to expect a "job for life" at any single organisation. As a result, they are more motivated by personal growth and the opportunity for developing skills they can take with them throughout their career.

Lesson here is, don’t pigeon-hole people in your workplace according to which generation they fit into. The economic and social environment in which you were born does have a bearing on your attitudes to work, but there are no hard and fast rules. It’s more important to develop an understanding as to why not everyone’s attitude to work is the same.

What do you think? Leave a comment.