JIRASSA PENSIRI’s Post

Baby Boomers, Gen X, Millennials, and Gen Z – who are they and what matters most to them when it comes to work? Check out our latest blog to learn more. 

Baby Boomers, Gen X, Millennials, and Gen Z – who are they and what matters most to them when it comes to work? Check out our latest blog to learn more. 

Baby Boomers, Gen X, Millennials, and Gen Z – who are they and what matters most to them when it comes to work? Check out our latest blog to learn more. 

Baby Boomers, Gen X, Millennials, and Gen Z – who are they and what matters most to them when it comes to work? Check out our blog on this topic to learn more. 

In today’s workplace, four generations contribute to the ever-changing landscape. Gen X and Baby Boomers, with their deep experience and steady hands, have long set the stage. But now, Millennials and Gen Z are stepping forward, not to clash with the past, but to build on it. Millennials, driven by a desire for purpose and collaboration, meet Gen Z, who value independence and innovation. Together, they are reshaping how work gets done. It’s a new era where different perspectives merge to create a more dynamic, inclusive, and forward-thinking workplace. Curious to see how these younger generations are forging the future? 👉 Read the full blog by Shaoni Gupta here:  https://lnkd.in/df9fvTbS

Boomers Built These 28 Work Traditions, Now Millennials and Gen Z Are Rejecting Them The workplace is changing fast, and Millennials and Gen Z are leading the charge. These young workers are rewriting the rules of work, pushing for more flexible, inclusive, and meaningful approaches that match their values and the evolving world. Millennials currently make up the largest segment of the workforce, while Gen Z is quickly gaining ground. In fact, Gen Z is projected to account for 27% of the workforce by 2025. According to Deloitte’s 2024 Gen Z and Millennial Survey, these generations are sticking to their values as they deal with a rapidly changing world. As Millennials and Gen Z continue to grow in numbers and influence, their preferences will shape how we all work.  Let’s look at 28 traditional work practices that these generations are saying goodbye to, and why it matters for all of us. What do you think about these changes? Did we miss any? Let us know in the comments! Strict 9-to-5 Hours The old-school 9-to-5 workday is fading away. Young workers demand flexible arrangements that let them balance work and life better. A recent study found that 73% of Gen Z employees want permanent flexible work options.  This shift isn’t about working less, it’s about working smarter. Some people are more productive early in the morning, others late at night. Flexible hours let employees work when they’re at their best. Formal Dress Codes Stuffy suits and ties are becoming a thing of the past. About half of workplaces now have casual dress codes. This isn’t just about comfort (though that’s important). It’s about letting people express themselves and feel more like themselves at work.  Of course, there are still times when dressing up makes sense. But for everyday work, Millennials and Gen Z prefer to keep it casual. This shift can lead to a more relaxed, creative work environment where people feel free to be themselves. This change helps people manage their personal lives better and often leads to happier, more productive workers. Rigid Organizational Structures Top-down, hierarchical structures are losing favor fast. Young workers prefer flatter organizations where everyone’s ideas count. They want to share thoughts freely, not wait for approval through many levels of management. This change can lead to more innovation and faster decision-making. When everyone feels their voice matters, they’re more likely to speak up with great ideas that can help the company grow. Closed Offices and Cubicles The days of everyone stuck in their own little box are ending. Open, collaborative spaces are becoming more popular. These layouts make it easier for people to work together and share ideas. And with remote work on the rise, the “office” might not even be a physical place anymore. This shift supports teamwork and can spark more creativity. It also reflects the fact that work doesn’t always happen in one fixed place anymore.

Bridging the Generational Divide From Stereotypes to Strengths in the Workplace As a PHD student and life long researcher, I decided to delve in to this issue. The research is mind blowing. The influx of Millennials into the workforce has sparked discussions about potential conflict with Baby Boomers. While there are undeniable generational differences in work styles and life experiences (Kupperschmidt, 2018), a more nuanced approach is needed. This essay argues that viewing these differences as assets rather than liabilities can strengthen teams. Overblown Stereotypes vs. Leveraging Strengths Generational stereotypes often paint an inaccurate picture. Millennials are not all lazy and entitled, nor are Baby Boomers all resistant to change (Newport, 2018). Instead, Millennials bring a tech-savvy approach and a focus on work-life balance (Byrne, 2017), while Baby Boomers offer experience, strong work ethic, and valuable industry knowledge (Harrington, McCracken, & McHale, 2018). Effective leadership can leverage these strengths to create a more dynamic and successful environment. From Power Struggle to Collaboration The projected dominance of Millennials in the workforce (75% by 2025 according to a study by Frey & Willis, 2020) might lead to a perceived power struggle with Baby Boomer leadership (Korn Ferry, 2017). However, framing generational differences as a competition is unproductive. Instead, fostering collaboration can bridge the gap. Mentorship programs can pair experienced Baby Boomers with tech-savvy Millennials, fostering knowledge exchange and mutual respect (Chao et al., 2019). Addressing Generational Anxiety Anxiety over rapid change within the post-recession economy can exacerbate perceived generational conflict (Harrington et al., 2018). Leaders can address this by fostering open communication and creating a culture of continuous learning. Regular team discussions about industry trends, technology advancements, and best practices can ensure everyone feels valued and equipped to navigate change together (Harrington et al., 2018). Conclusion By moving beyond stereotypes and leveraging generational strengths, leaders can create a more collaborative and successful workplace. Fostering mentorship, open communication, and a culture of continuous learning can bridge the generational divide and create a thriving environment where everyone feels valued and empowered to contribute their unique skills and perspectives. References: Byrne, J. (2017, March 17). Why millennials are the best (and worst) generation for work. https://lnkd.in/gzN2aErX. Retrieved from Harvard Business Review

Confused about Gen X, Millennials and Gen Z? And, do you even care? 🤔 As a business owner, you should be aware of generational cohorts. Here’s why… Generational cohorts are groups of people based on a person’s birth year. And they seem to be talked about way more than they ever have been before… Maybe because the world’s use of technology has sky rocketed in the last 10 years and cohorts like this are really important to big companies like Google and Meta. Why? Because different generations behave, think and feel in different ways. This is why generational cohorts are especially important to you too. Or depending on the size of your company something to be aware of. So, what are the different generations out there? 💼📝 Baby Boomers (1947-1964) Are hardworking and value face-to-face communication. Traditionally they’re seen as team players and they’re goal orientated. They’ve got a wealth of life experience so shouldn’t be brushed aside. 💻⚖️ Generation X (1965-1980) Have great work ethic, but they see their jobs as what they do, not who they are. They want a good work/life balance and prefer to work with like-minded people who share these values. 💡🌍 Millennials (1981-2000) Will make up 75% of the workforce by 2025. They want to make a difference and see their job as more than just a way to make money. They want bosses who help them develop, are transparent, and above all, treat them as individuals. 🌱🎯 Generation Z (2001-2020) Have grown up with technology and are used to being constantly entertained, they want a role that will keep them engaged, with great communication, and full transparency. They want a progressive, open-minded environment to grow in. Your team are your greatest asset. Which is why it’s important to understand their drivers. Understanding their generational cohort could help guide you. If you’d like a chat about your team and how we could help, get in touch. #GenerationalDifferences #EmployeeEngagement #UKWorkforce #HR

It’s no surprise that the modern workplace has undergone a fundamental shift in values, priorities, and job preferences. Today’s workforce is a diverse mix of Baby Boomers, Gen X, Millennials, and Gen Z. In 2023, Millennials became the largest generational group in the U.S., with an estimated population of 72.7 million. Since 2016, they have also been the largest generation in the U.S. labor force. This dynamic landscape requires us to adapt and innovate to meet the evolving needs and expectations of all generations. Let’s embrace this diversity and harness the unique strengths each generation brings to the table. https://lnkd.in/g3--Bd5f #WorkplaceEvolution #GenerationalDiversity #Millennials #FutureOfWork #WorkplaceTrends #InclusiveWorkplace #Innovation #Collaboration