Is striking a balance between work and life a priority for you? You are not alone. 45 percent of employees said they don’t have enough time for personal activities according to results from a Workplace Trends Survey. Health professionals are reporting that people are working themselves to death. In direct contradiction is a multitude of research stating work-life balance is dead and nothing more than a myth.
So who should we believe?
It appears we are all in the right church but the wrong pew. Your seat assignment (and Kool-Aid of choice) is determined by your generation.
Boomers
This generation has been ready to “86” the entire conversation of work-life balance the moment Millennials got duped with its creation. This “me” generation spent their entire careers concentrating solely on building just that…their careers. Remember why you wore that key around your neck, Gen X? It wasn’t because Mommy was striking a healthy balance between the office and home. She was burning the midnight oil to be considered only half as equal as her male counterpart. Think about what influenced Boomers – Suburbia, Vietnam, Human Rights Movements, Wade v Roe, etc. Boomers have been incredible influencers which they obtained through allowing their careers to become their life.
If you want to keep your Boomers engaged, allow them to work as many hours as they want, set up mentorship programs and let them complain about work-life balance.
Gen X
This generation is the poster-child of work-life balance. Gen X is the skeptical, middle child with abandonment issues (thank you, Boomers). Gen X wants nothing more than to be home by six for dinner, evaluate every study abroad program Sally just had to enroll in, and above all, continue to enable, what they term, “little monsters” at work— Millennials. Xers grew up fending for themselves and knew early on that if they wanted anything in life, they had to go out and get it on their own. Influencers were The Brady Bunch, (Oh no! Mom and Dad in the same bed together?) the energy crisis and the divorce rate tripling for the first time. Xers know how risky putting all their eggs in the career basket can be and ensure that they do not repeat the same mistakes their parents did.
Retain Xers through Flex scheduling, telecommuting, maternal/paternal leave and give them adequate time off.
Millennials
As a Millennial, I come with many labels such as entitled, lack soft skills, naïve, love Bernie Sanders, and enlarged thumbs, which I do see in many of my peers. However, one box I refuse to get thrown is work-life balance.
We HATE work-life balance! Here’s a test to prove my point – as a Boomer or Xer, think about how often you talk about work to your family. Do you go home every day telling your spouse about a co-worker, project or upcoming promotion? Do you ask a family member for advice on how to handle minor issues at the office? The majority of Xers answer “never.” In contrast, Millennials see no difference between work and life and regularly discuss all aspect of their work with their families. All efforts in both are interwoven in a greater purpose, mission or passion. Ever wonder why we text and email you at all hours of the night? Frustrated with us always asking “why?” Do you think obtaining all those advanced degrees was solely due to the Recession? For many of us, work-life balance is dead because there is no need to strike a balance. It is all one big mission.
Keep us engaged through allowing us to work after hours emailing and researching from home. Show us how we can make an impact and then lead the initiative.
Creating successful engagement initiatives in our organizations is no easy feat. Because we have diverse workforces, we cannot take a canned approach to work-life balance or any other program. Let your teams waive their generational flags with honor while understanding their differences.
00Brittney Barbehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngBrittney Barbe2016-08-03 09:00:112020-05-31 15:52:58Is Work-Life Balance Dead? Depends on Which Generation You Ask.
Almost every organization has a firm understanding of how important diversity is. There is an abundance of research out there that confirms more diversity results in success. Forty-nine percent of executives surveyed by Forbes Insights strongly agree that a diverse and inclusive workforce is crucial to encouraging different perspectives and ideas that drive innovation. With the rise of millennials in the workplace, many organizations have achieved diversity organically. The average human being has turned on the news over the last decade any maybe even has a moral compass that tells them diversity is simply a fairness issue that should be the norm.
I find myself wondering, if everyone knows what diversity is, and why it’s so important, why are white men much more likely to hold leadership positions than women or minorities?
It appears HR’s approach to diversity suffers from the tunnel vision that started with a misunderstanding of what diversity is.
I consulted with an HR pro once who would put a post-it on any applications from minority candidates that read, “Hire a minority,” when passing those off to a hiring manager. When I was first made aware of this practice, I thought to myself, “This has to be limited to this one organization?” After all, who else could believe it’s okay to hire someone solely based on race? Did I read that article on the Supreme Court ruling on racial quotas correctly? It turns out, this practice is all too common throughout organizations, schools, governments, etc.
To truly achieve a diverse workforce that is also inclusive, we must re-examine what diversity is and educate our teams on inclusion.
Real diversity is accomplished through teams that are comprised of multiple generations, cultures, genders, ethnic groups, races, personalities, cognitive styles, length of tenures, organizational functions, parental status, military status, educations, and backgrounds. When building our teams, if we concentrate solely on one characteristic, we alienate groups of society. Much like the HR pro from above was alienating anyone that did not fall within a particular minority. When re-structuring the organization, we must ensure that our teams are as eclectic as possible.
Like many initiatives, there are only as good as the tools you provide to utilize them. Diversity is no different nor is it only HR’s problem or responsibility. Once you have teams where everyone does not think, look and act alike, they are set up for failure if they do not have the knowledge and skill to work together cohesively. This is the most important aspect of diversity and will sabotage your efforts if not setup correctly.
Here are only a five top inclusion initiatives:
Ensure your Baby Boomers, Xers and Millennials know what motivates each other and how to communicate.
Show your high Ds that their personality type is not superior to others.
Create initiatives that enable ethnic groups to see the values of different points of view.
Encourage your tenured employees to engage in reverse mentoring of new hires.
Invest as much as possible in each team member’s professional development.
If we truly want to make progress and ensure everyone has an equal opportunity, we have to stop thinking about diversity in a vacuum. We owe it to ourselves, our organizations, the HR field and most of all, to society.
00Brittney Barbehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngBrittney Barbe2016-07-22 09:53:262020-05-31 15:48:51The Paradox of Diversity and Inclusion
We’re in the middle of a historic evolutionary leap driven by digital innovation and software technology. And it’s created a generational divide that holds both promise and peril for leaders, managers and HR departments. This is a large fail for those of us in the trenches fighting this ongoing employee engagement crisis.
If you’ve ever watched a teenager (or younger!) on her laptop, mobile, or even iPhone, you know what I mean. She’s texting, Tweeting, Facebooking, taking a selfie, doing her homework and watching Katy Perry’s new video on her iPhone — all at the same time. Without breaking a sweat. Her brain synapses are firing in whole new ways. It’s some crazy combination of scary, exhilarating, baffling, and fascinating. These emerging generations are living a world that didn’t exist a decade ago – a global digital nervous system that operates in real time. And it’s the only world they’ve ever known.
For Gen Xers (large portion are leaders) and Boomers (many leaders here too), this new world can be (especially at first) daunting territory. It can be intimidating and overwhelming.
What it can’t be is ignored.
Those of us in HR and Leadership roles have seen too many walls go up between the different generations. There’s mistrust and unease all around. The Millennials consider the Boomers a bunch of old fogeys. The Xers feel caught between. Boomers can be condescending and closed-minded. And who suffers most because of this generational dysfunction? The organization! Performance and profits. For leaders the challenge is clear: get everyone on the same page/screen.
Here Are Five Ways To Break Down The Generational Walls In Your Workplace Culture:
1) Foster Communication. Get people together, informally, to talk about the new digital reality and what it means to the individual. Xers especially can feel inadequate about their lack of social-media skills. The more dialogue the better. And it’s good for (sometimes smug and hipper-than-thou) Millennials to be exposed to other generations. Just because someone isn’t a computer whiz doesn’t mean they’re not an amazing talent.
2) Demystify. The sheer volume and variety in the digital world can be overwhelming. Offer classes and training to Xers and Boomers. Pair them up with Millennial mentors. Many people are shy about admitting their lack of digital skills; once they’re taught the basics, they find they love it. The goal here is build a basic comfort level across the organization.
3) Be Flexible With Digital-Skill Levels. Some very talented people have no interest in spending endless hours on the computer. Sing their praises! Yes, they need the basic skills to connect them to the organizational nervous system and optimize their performance, but beyond that they can be Luddites. It’s SO important for HR and Leaders to understand that every talented person is different. There’s massive societal pressure these days to conform, to be plugged in online all the time. A lot of amazing people would rather spend their free time on other pursuits.
4) Create A Baseline. This is a site that unites. Something user-friendly that everyone can be a part of. This provides a foundation across the organization; it engages and inspires people. It literally puts everyone on the same page.
5) Be True To Your Culture. As with all business lessons, one size fits no one. You want to tailor your generational bridge-building to suit the specific needs of your enterprise. For some companies, the need is more urgent than others. Take an inventory of where things stand and develop your plan accordingly.
The future is here. Techno and digital tools rule. The rules in the World of Work are changing big time. All true. But optimal results depend of getting everyone comfortable, communicating, and working from the same baseline. Because the possibilities and opportunities are so vast in this new reality, the challenge is an exciting one.
A version of this post was first published on Forbes.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2016-06-17 06:30:142020-05-31 15:37:38Five Ways Leaders Bridge the Generational Divide
Heck, not just all the kids either. Some of us older folk are doing it, too.
<smile – snap – post>
Because we want to be found. We want to be seen. We want to be known.
<smile – snap – post>
And is that so wrong?
<smile – snap – post – nope>
I’m talking about the selfie – the uninhibited, self-promotional, narcissistic, look-at-me-I-rock photographic posting activity booming today. Even if it’s in a self-deprecating light, which I happen to partake in as well, it’s still look at me, please!
I know, the fact that I’m referencing the following in the same piece while trying to distance myself from it doesn’t actually make logical sense, but 33-year-old reality star Kim Kardashian’s selfie book titled Selfish has helped push selfies into the mainstream face (no, I’m not linking to it).
According to a Pew Research Center survey from earlier this year, 55% of Millennials (18-33 years old) have posted a “selfie” on a social media site; no other generation is nearly as inclined to do this. Overall, 26% of Americans have shared a “selfie” on a photo-sharing or social networking site.
When compared to my Gen X Brothers and Sisters, where we’re less than half of the Millennials who post selfies (and Boomers were only a fraction), I’d have to argue that all those Gen Xers partaking in the selfie “boom” are probably all my friends and me.
Really. Just look at our Instagram feeds. I even posted the morning I had knee surgery, complete with the hospital cap.
Ironically, the same survey says that 9 in 10 Millennials say people generally share too much information about themselves online, a view held by similarly lopsided proportions of all older generations.
I’m not really sure what that means, other than some aren’t as restrained and emotionally intelligent as others, sharing more of what’s self-serving, startling and offensive than what’s fun, maybe educational and certainly relevant for the rest of the world, or at least our various little social worlds. Or, just not sharing anything at all because it’s nobody’s business. Transparency isn’t for everyone you know.
However, if a Millennial falls in the forest, and it hasn’t posted a selfie on its online social profile, do we even know it’s there? Half the time we don’t.
But half the time we do, because half the time he still wants to be found. She still wants to be seen. He still wants to be known. Those selfies will continue to appear. Many Millennials were raised in attention-rich, feedback-laced environments (I didn’t say coddled, mind you), which is why they’ve probably adopted the online social profile where they post their selfies to at a faster rate than other generations (who are all catching up, by the way).
No, they didn’t all grow up with social; the 30-year-olds in the crowd were already 10 when the Internet became public domain, still years from Facebook. The youngest of them did grow up social, though.
That said, let’s jump to our professional (personal) brands online. Today LinkedIn has more than 313 million members in over 200 countries and territories, and please note that students and recent college graduates are also LinkedIn’s fastest-growing demographic. The online professional profile is becoming the career currency of choice for many young and old, but still second to the resume.
Yes, there’s still much recruiting hubbub about the online professional profile, with recruiters heavily leveraging LinkedIn to source, but not especially found of the subjective recommendations and endorsements, both of which can help tell a story to prospective employers, HR pros, recruiters and hiring managers.
Not necessarily a fact-based story, but a story nonetheless, one that gives a subjectively padded worldview of the person, maybe even more so than the resume. In fact according to CareerBuilder, 58% of hiring managers said they’ve caught a lie on a resume. On the other hand, online professional profiles that have recommendations and endorsements more than likely have fewer blatant falsities, only because of the peer validation in play.
I mean, if we put ourselves out there with previous work experience, skills, projects, wins, connections and more, and asked previous employers, peers and even friends to “validate” us by recommending/endorsing, then we’re probably going to reduce the number of those old resume white lies, don’t you think? I do. Most of us certainly don’t want archenemies, or even a nemeses, to call us out (although we all know how the anonymous think it pays to be hated). I would also hope the incidence of professional catfish stories are pretty low.
Hey, don’t worry, because I’m real and my name is Kevin W. Grossman and I’m sticking to my story (and my pics).
But our story’s return is only as valuable as the investment of keeping ourselves found, seen and known. That’s why we serve it selfishly. What? You think we put ourselves out there for just kicks and giggles? Forget it. We’re in it to win it, kids.
Regardless of generation, we should all ensure our online profiles are as consistent and accurate as possible across all social points of presence if we want the investment to pay off long-term, not short-term until we’re caught in a web of lies. In other words, whoever we say we are and whatever we say we’ve done and we do is close if not identical on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities we might belong to.
The same is now true inside the enterprise, with Millennials taking ownership of their social profiles busting at the seams inside talent management software and internal social networks. Companies are benefiting from these robust talent profiles, which provide a consolidated view of data for all employees, permanent and contract alike. Talent profiles enable more proactive workforce planning and are also instrumental in providing highly personalized training and development.
Yes, there are those who have highly sought after skills and do not want to be found. There are those who work in smaller companies and don’t need to been found. And there are those who work in larger companies and don’t want to be seen or known.
The rest of us, extrovert or not, don’t have that luxury. We need to be found, seen and known. We serve the return when we invest in our personal branded profiles, our professional selfies, inside and out (and so do the companies we work for, or will work for, we hope). The return being where we go on our career adventures, the intrinsic and extrinsic rewards we receive, the business outcomes we help our employers and ourselves generate – so it behooves us to take special care with:
Consistency and Accuracy. These are the critical keys, because those searching you out and reviewing who you are will be looking for anomalies that don’t add up — and you want to always have everything add up. You want to stand out, but you want to add up — and for goodness sake you want to be accurate and truthful about everything. That includes reviewing your recommendations and endorsements. Never over-spin, or allow it. Not only that, you should at the very least review and update your online profiles at least once per quarter, and kill those you no longer want to maintain, even if you’re not looking for work.
Continuous Upkeep. Our profiles are only continuously valuable to the us as professionals and our organizations if they’re being maintained. The good news is that Millennials and Gen Y have grown up in social networks, and all other generations are adopting them, which includes updating their personal profiles quite regularly so their friends, families and peers see their day-to-day activities just as regularly. That’s why another value-add of talent profiles is user adoption, since the employees’ “talent profiles” are the key to being seen in the organization. Plus, I argue that all generations today crave continuous performance feedback and recognition and our professional profiles help solidify the emotionally productive connections to our craft.
You never know when that great new opportunity is looking for you (and at you), inside or out. It’s your personal employment brand. Take care of your investment, kids.
And do us all a favor and share a little smile when you take that picture for your online profile.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-09-12 11:06:022020-05-29 12:24:33Serving The Return With A Smile
Do you ever wish you could instantly capture expert advice or opinions from across the World of Work?
Here’s an easy solution: Just ask a quick question on Twitter about generational differences in today’s workplace. Even better, ask that question during a #TChat event. I guarantee that, within moments, you’ll be drinking from a fire hose of thoughtful, passionate, articulate responses!
That’s exactly what we experienced on the #TChat stream last night with special guest, Mark Babbitt. As founder + CEO of YouTern, an organization that helps young professionals grow through high-impact information, mentorships and internships, Mark has developed strong opinions about the silent strength that Generation X brings to the workforce.
Do You Mind If I Talk About Your Age?
We were curious if the TalentCulture community agrees with Mark’s perspective. And we wondered how important generational similarities and differences are in shaping tomorrow’s organizations.
The conversation exposed what at first blush, might seem like opposing viewpoints. For example, on one hand, many participants emphasized the benefits of celebrating diversity:
“It’s not one-size-fits-all.” …and… “Let’s value the differences.” …and as Tom Bolt suggested…
A3: Recognizing the value of a diverse generational mix creates culture of innovation, cooperation, and collaboration. #TChat
Meanwhile, other participants emphasized the importance of focusing on similarities:
“Empower people; stop focusing on generations.” …and… “There are inspired, innovative, connected people in every generation.” …and as Kelly Blokdijk noted…
Smartest & most talented ppl belong to generation-H (human) #TChat#diversity
Of course, upon reflection, these perspectives are really two sides of the same coin. Both hold truths that can propel organizations forward.
But key questions remain — HOW BEST can we bring together both ends of this spectrum to create more effective organizational cultures? And how prepared is our next wave of leaders to accomplish that mission? Whenever human behavior is involved, there are many roads to the same destination. Some paths have many more detours and roadblocks. Organizations need smart navigators. Meanwhile, the business world continues to grow more complex and challenging. That’s why we’ll need extraordinary leaders in the future — regardless of their generation.
What’s Age Got To Do With It?
In the meantime, we look to one another for guidance. It’s actually phenomenal how much information has been created and shared about generations in the workplace. And yet organizations still struggle with how to “make it work.”
Just for fun, consider this quick, unscientific peek at the magnitude of commentary available online:
GOOGLE SEARCH RESULTS:
“Millennials” work = 39,000,000
“Boomers” work = 37,000,000
“Generation X” work = 3,260,000
You’d think there are enough nuggets of wisdom in there to help us understand and resolve these issues. But ideas, alone, aren’t the answer. Action is also required.
I wonder what “old-school” sage, the late Peter Drucker, would have said about this, if he had joined #TChat Twitter last night? Perhaps only this:
“If you want something new, you have to stop doing something old.”
After all, no matter how old or young we are, that’s really the only path to progress.
So let’s keep the ideas flowing. Let’s keep the lines of communication open. Let’s share what works, and toss out what doesn’t. But most of all, let’s encourage one another to be bold and try “something new.” Let’s keep trying, and learning, and growing, and evolving. Let’s look forward to creating that “new” future together!
#TChat Week-In-Review: Gen X — Leading From The Middle
#TChat Twitter: Immediately following the radio show, Mark, Meghan and Kevin joined the entire community on the #TChat Twitter stream for an open conversation about 5 related questions. For highlights, check the Storify slideshow below:
GRATITUDE: Thanks again to Mark Babbitt for adding your voice to this week’s discussion. Your insights about Gen X have helped challenge our assumptions and expand our understanding.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about the multi-generational workforce? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we tackle another important “world of work” topic. So save the date (October 23) for another rockin #TChat double header. And keep an eye out for details in the next few days.
https://talentculture.com/wp-content/uploads/2013/10/1058362_21699625-scaled.jpg9601920Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-10-17 14:00:402020-05-25 18:04:25Generation X at Bat #TChat Recap
(Editor’s Note: Are you looking for a complete overview of the week’s #TChat highlights and resource links? Read the #TChat Recap: “Generation X At Bat.”)
I just discovered that I’m exceptional! Or to be more accurate, I’m unconventional.
I’m a member of Gen X — and according to those who analyze age-related attributes, I should feel disadvantaged and overlooked in the workplace. Fortunately, I’ve had an interesting and rewarding career path, so perhaps I just got lucky. Or perhaps the assumptions aren’t as universal as we think.
But that raises some related questions — Just how “real” is the generational divide at work? And what do those differences mean, as Baby Boomers begin to retire, and a new wave of leaders steps up to drive the world of work?
This week, we’re addressing those questions head-on. We want to give Gen X the attention it deserves. And we’ve invited an ideal expert to lead the discussion:
Mark Babbitt, Founder + CEO of YouTern, an organization that helps young talent develop professionally through high-impact mentors, internships and information.
I spoke with Mark briefly in a joint G+ Hangout, where he set the stage for this week’s topic:
No matter what generation you represent, we want to hear your thoughts about how organizations can prepare tomorrow’s leaders for success. So please join us, and bring your ideas and opinions!
Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Mark Babbitt about the unique challenges and opportunities that Generation X faces in today’s world of work. Follow the action LIVE online, and dial-in with your feedback and questions!
Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:
Q1: Gen X is “forgotten” in today’s workforce — myth or reality? Q2: How can Gen Xers elevate their visibility and value at work? Q3: Why is it smart for employers to empower all generations? Q4: How can today’s leaders develop tomorrow’s decision makers? Q5: What could technology do to remove generational barriers?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/10/MarkB.jpg363639Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-10-12 17:34:472020-05-25 18:02:46Gen X: Leading From The Middle #TChat Preview
It can be done. Really. I’ve experienced it first-hand. I imagine you have, too. Many different people of all generations, gender, race, shapes and sizes can come together to create a unique, powerful and separate “whole.”
Think of industry conferences. Birds of a feather — flying in from near and far — converging in tiny groups — gathering around tables in a gigantic ballroom. We arrive brimming with energy and ideas to share. We offer attention and interest to others. We flock together — eager to exchange, to learn, to expand our perspective, to imagine possibilities.
Together We ARE Better
We’re united by our passion for world-of-work topics. Topics that touch us all, everyday — in the main office, the home office and the office-like locales in between. This is the beauty of social learning environments. But, of course, like all things social, this is not a homogeneous pack, and our behavior reflects that reality.
Some cluster with peers from their current work groups. Others gravitate to colleagues from long ago in their careers — reconnecting and catching up. Still others seem slightly disconnected, as they focus intently on real-time smart phone connections. On occasion, we hear a witty quip that hints at generational differences, like, “What if I’m really not Pinterested in that social site?”
Some managers and subordinates sit side-by-side, joking with one another about why they’re so afraid to tweet on behalf of their company, even after receiving formal permission. And there are thought leaders and panelists of all generations, discussing the value of trading isolated metrics for integrated analysis that can elevate business by driving growth, engagement and the bottom line.
No, we don’t all work together in the same mother ship. But then again, we kinda do. After all, with all of its many variations, there really is only one world of work.
A Collaborative Conference Snapshot
This model came to life for me this week at the Recruiting Trends Social Sourcing and Recruitment Summit in Washington, DC. An eclectic room, for sure, although many participants work for government agencies, or government contractors — not the first thing that springs to mind when we think of organizations at the forefront of open, transparent, social business models. However, Meghan M. Biro and I moderated a discussion with some very smart folk about social business and social HR trends and issues. And the end of the day, we all agreed that a sound social recruiting strategy comes from understanding how different social sites complement one another, not how they compete.
In many ways, it echoes what we learned from this week’s #TChat conversations about age bias in the workplace. Organizations are comprised of many people who span multiple generations. Through workplace collaboration, we can dispel harmful stereotypes, while simultaneously gaining business value by leveraging the complementary strengths of team members.
#TChat Week-in-Review: Guests
It truly takes a “village” to run a professional community — and this week proved the point, as we took on “The No Labels Workforce.” Experts from across all generations helped us examine myths and truths that perpetuate workplace stereotypes, and helped us consider how to move beyond those perceptions.
Watch videos with Ashley Lauren Perez & John Wilson
The common thread throughout this week was Ashley Lauren Perez, a WilsonHCG Sourcing Specialist, who is also a valued #TChat Ambassador and a highly regarded HR blogger in her own right. Thank you Ashley, for your contributions to the TalentCulture community – not just this week, but on an ongoing basis! And thanks to everyone else who participated!
WED 4/10 #TChat Twitter The whole community came together on the Twitter stream to talk about age in the workplace — similarities and differences, strengths and weaknesses, myths and realities. As you can imagine, there was no shortage of personal opinions, professional perspectives and ideas for how we can let go of stereotypes and leverage talent, across generations. In
#TChat Twitter Highlights Slideshow: “Age at Work: Just a Number?”
SPECIAL THANKS: Again, thanks to Ashley Lauren Perez, John Wilson, Anna Brekka, and Cynthia Cancio for contributing your time and expertise to help us dig deeper into generational biases in the workplace. Your insights and expertise brought depth and dimension to the discussion.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about “humans as a service” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’ll take a look at the trends and technologies that are defining today’s world of work, with our special guest, Elliot Clark, CEO & Chairman of SharedXpertise, the publishers of HRO Today.
Until then, we’ll continue the World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/04/httppixabay.comenfluorescent-crowd-human-personal-61264-2-001.jpg350700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-04-12 15:32:062020-05-25 16:38:47Best-of-All-Ages Workplace #TChat Recap
What do you feel, think, and say when you hear that question in the workplace? Do you suddenly get tense, wondering how others will perceive your answer? You’re not alone.
No matter when you were born or what kind of upbringing you’ve had, you’ve likely dealt with some sort of label. And regardless of the situation, we can all agree that no one likes to be unfairly stereotyped. Despite attempts by organizational leaders and HR to reduce discrimination and adversity, it still lingers in some forms. Not surprisingly, age-related stereotyping is on the rise, now that more organizations have a multigenerational workforce.
Generation Xers = cynical, disloyal and skeptical of authority
Generation Y “Millennials” = lazy, entitled and self-serving
Although these generalizations may have emerged for a reason, why should we assume that they are widely applicable or even relevant? Perhaps some high-profile individuals have displayed these characteristics, but their actions shouldn’t be the basis for defining a whole generation.
The Price of Stereotypes
More often than not, typecasting like this comes from lack of awareness, communication or understanding. It’s important to identify this issue quickly and bridge the gap, before it destroys our talent pools. Otherwise, organizations are at risk of missing out on the strongest talent — internally or externally.
What Can Individuals Do?
As I continue to progress in my career and become more involved in networking opportunities, I make it a point to avoid conversation about my age. Quite frankly, it’s not important. And, as a Millennial, the last thing I want others to do is marginalize my capabilities upfront. I don’t want them to presume I am a lazy or cynical person — I want them to evaluate me for my skills, abilities, goals and accomplishments. Isn’t that how it should be?
The workplace is rapidly developing into a collaborative environment, where everyone is expected to step up and contribute toward common goals. To do this effectively, employees must avoid animosity toward one another that starts with preconceived notions about age. We need to let go of misplaced biases and instead focus on the thing that matters — an individual’s capacity to contribute something valuable to the team and to the organization.
I look forward to engaging the TalentCulture community in a dialogue about this topic — not just at this week’s #TChat Twitter forum, but beyond. It’s important to every one of us. So, I ask you to consider one simple question:
What’s the truth about the interplay of generations in today’s workplace? Are we moving forward, or do “generation gaps” still hold us to the past?
Is this topic old news? I feel like it might be. Not sure if it’s just me. Perhaps I’m just wishfully thinking we should have moved on by now. But it’s important. And it deserves another look.
Age Stereotypes: A Reality Check
So, just between us, let me ask: Do you still catch yourself making snap judgments about people based solely on their age? Boomers, Gen Y, Gen X…whatever. We fret over how to recruit Millennials. We wonder how to manage them versus others. Does all this conscious attention to generational differences help or hinder progress?
Age-based stereotyping is deeply ingrained in our history, our culture and our collective social psyche. Now, in the 21st century world of work, it holds back individual advancement, business performance and innovation. But how do we move past reactions that seem almost second-nature? That’s the topic we’re tackling this week, in the TalentCulture community.
Rethinking stereotypes requires some deep internal soul searching. Gaining self awareness is the first step — and it’s not necessarily easy.
Facing your biases is an emotional exercise, as well as an intellectual one. But the process can be highly rewarding for professionals and the companies they serve. Fortunately, now there’s strength in numbers, as our #TChat forums take on generational stereotypes as a collaborative effort.
Tune into #TChat Radio live on Tuesday or on-demand after
I hope you’ll plan to join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
As always, throughout the week, we’ll keep the discussion going on the #TChat Twitter stream and on our new LinkedIn Discussion Group. So please join us and share your thoughts, concerns, opinions and ideas.
#TChat Weekly Questions
Why not start now? Take a moment to consider this week’s discussion guide and tell us what you think. Your comments are welcome, early and often:
Q1: In the world of work, how are the generations the same? Why? Q2: With Millennials, we have myriad misconceptions. But for all generations, what are the most pervasive? Q3: What is the role of leaders in helping to smash stereotypes about generations in the workforce? Q4: Does tech facilitate cross-generational interaction? Why/not? How can we forge more connections? Q5: Innovation and free-thinking go hand-in-hand. But does innovation ever encourage age stereotyping? Why?
https://talentculture.com/wp-content/uploads/2013/04/httpwww.flickr.comphotosmarktee7159545832sizeshinphotostream-2.jpg379700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-04-08 11:19:002020-05-25 16:37:59Age at Work: Just a Number? #TChat Preview
Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?
That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:
One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…
Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…
It promises to be a fascinating week! The more voices who join the conversation, the better.
So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:
Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?
That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:
One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…
Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…
It promises to be a fascinating week! The more voices who join the conversation, the better.
So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:
Here’s an interesting people factoid: At least three generations are playing in the workplace sandbox today, with a fourth set to join soon. The Boomers, Gen X and Gen Y are about to welcome Gen Z, sometimes called Gen 9/11. And we have more expected to arrive in the next decade.
While the entrance of a new generation into the workplace often signals the exit of another, we don’t expect Boomers to move on to retirement as quickly as anticipated. Longer lifespans, better healthcare and a failing economy are creating unusual pressure on would-be retirees, keeping many in the workplace — and skewing the demand curve for younger workers. Plus, Boomers are a populous generation, and their sheer numbers constitute a variable contributing to these circumstances.
All of this puts enormous pressure on leadership and HR. What some may miss, however, is how much pressure it puts on workers in the multigenerational workplace. Older workers may fear layoffs designed to bring in younger, cheaper labor. They are scrambling to keep skills current. Young workers may be exasperated by mature workers who are perceived as less hip to social technologies, yet the younger ones may lack the ability and seasoning to be strategic and make good decisions.
So how do HR professionals, their leadership and other business leaders keep the peace in the multigenerational workforce? And how do they keep pace? Fresh blood needs to be coming in — even when there’s a hiring freeze. How can you ensure that everyone has access to the training necessary to keep skills current? How do you keep talent motivated for that training? A mixed team must pull in the same direction. That’s a challenge.
Join us Wednesday for “#TChat, The World of Work,” when we’ll be looking at the impact of the multigenerational workplace on leadership, HR and recruiting. Here are this week’s questions:
Q1: There are fewer jobs today for all generations, so what are we to do? Q2: How do the generations adapt their skill sets to what’s needed today in business? Q3: Who are we loyal to today? The employer, the brand, the work and/or the team? And why? Q4: What generation are you and what kind of communication and collaboration tech do you use for work? And why? Q5: How do business leaders best marshal the talents of a multigenerational team?
Again, that’s #TChat on Wednesday, May 30, from 7-8 pm ET (6-7 pm CT, 4-5 pm PT, or wherever you are). Please join us to talk about the multigenerational workforce. Marla Gottschalk, a friend of mine who happens to be an industrial & organizational psychologist specializing in corporate culture, innovation strategies and organizational change, will be your moderator, backed up by me (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman). Supporting us as we all field and respond to your many tweets will be Sean Charles (@SocialMediaSean), Salima Nathoo (@SocialSalima) and Brent Skinner (@BrentSkinner). We’ve got multiple generations on our minds, so join us. See you there!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-05-29 11:30:492020-05-22 14:18:04The State of the Multigenerational World of Work: #TChat Preview
On a recent #TChat, the topic was Generations in the Workplace. It’s always intriguing to hear people talk about this in HR because this isn’t a “new” issue. There have been generations in the workplace – FOREVER!
Also, many HR people and consultants alike tend to want to take this topic to the point of emphasizing the differences between generations instead of focusing on their strengths. HR would be such a powerful force in organizations if we broke the paradigm of “Let’s fix what’s wrong or different” and instead approached issues from a position of strength and identified how these differences make us more valuable.
Let me give you an example . . .
Growing up, I got hooked on rock music and one of the first mind-blowing groups I couldn’t get enough of was Led Zeppelin. Now, even though this may date me, I listened to these rock gods on vinyl – Glorious, crackly vinyl. I wore out my albums listening to them over and over.
When I got towards the end of high school, people starting recording music on cassettes. Now you could take your music with you to play in your car, in other people’s houses on their stereo systems, or even in your Sony Walkman. We were amazed that music could travel with us.
Then, in college I actually remember the day when a fellow student brought in a shiny round disc and said it was music. I didn’t believe him, but as he laid the disc into this gigantic box of a player – here came Led Zeppelin in crystal clear sound. No cracks, no skips – just Jimmy Page and Robert Plant bringing the rock.
After college, music continued to evolve and this thing called the iPod came along and now I could get music digitally. Not only that, but I could add the other 5,000+ songs from my CD, cassette and vinyl collections all on one player AND take it with me!
So, what does Led Zeppelin and modes of music have to do with generations? It’s simple . . . even though I have listened to Led Zeppelin on albums, cassettes, CDs and an iPod . . . the music remained the same.
Just as the four generations in our current workplaces are from different eras, the value and quality of their skills, knowledge and work remain the same. Our modes may be different with technology or flextime or other cultural issues, but in the end the generations are always working to the same goal of great work and a great company,
So, quit trying to tear generations apart. Let’s focus on the strengths that every generation brings to work every day!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Steve Brownehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSteve Browne2011-03-21 08:14:322020-05-20 16:55:05Embracing Generational Differences in the Workplace?
In 2012, the first members of Gen Y turn 30. And while thought leaders and academics continue to depict millennials as this strange, unprecedented breed to be studied and analyzed (Bieber fever being an obvious symptom), that generation’s cutting edge has been busy acclimating into the workforce, where they’ve been for over 5 years.
Of course, this potentially disruptive force on the workplace entered a market where the workplace was already disrupted by forces far stronger than helicopter parents and socialized narcissism.
Contrary to popular myth, it’s not Gen Y who’s changing the workplace; it’s the workplace that’s changing Gen Y. Those lucky enough to get the paucity of jobs are no longer naïve idealists, but battle hardened survivors.
While some Gen X and Boomers struggle with being overqualified, most of Gen Y haven’t had the chance to pick up those qualifications. This new world of work, of virtual offices and inter-connectivity and contract gigs, looks a lot like the kind of impact Gen Y workers were supposed to have made. Instead, they’ve inherited what’s become their – and our – collective reality.
They call Gen Y digital natives, but in fact, most of those millennials in the workforce remember life without an internet; those who can’t remember life without social media are still in diapers. When those true “digital natives” enter the workforce, the millennials of today are going to look a lot like Gen Xers do now. Who’ll look a lot like Boomers today.
For Gen Y, home ownership is likely a dream that will never be realized; so too is the possibility of a defined and linear career path, job security, employer benefits, pensions or a gold watch at retirement. Even retirement itself looks iffy.
So, it turns out that generations in the workplace share more in common than a workplace.
We’re all just trying to do the best we can, while learning as much as we can along the way. And aspiration is a trait that transcends generations. We’re hoping to do the same with tonight’s #TChat, where the topic tonight is: “Do Generations Matter At Work?”
Do Generations Matter at Work? – #TChat Questions and Recommended Reading (3.1.11)
Whether you’re a Boomer, a Gen Xer, a Millennial or an “other,” we hope you can join the #TChat conversation about generations at work tonight at 8 PM ET.
Here are the questions we’ll be discussing, along with some recommended reading to help inform, and inspire, your understanding of tonight’s topic of generations in the workplace.
Q1) What myths exist about workplace generational dynamics? Generational realities?
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-03-01 13:17:272020-05-20 16:53:57Do Generations Matter At Work?: #TChat Preview
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