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So, a Boomer, a Millennial, and a Gen-Z’er walk into a conversation about generations in the workplace … Here’s an interesting little factoid about the modern American workplace: For the first time in history, it includes participants from five distinct generations. Yep, five. Count ‘em: • The Silent Generation (Generally defined as those born roughly from 1928 to 1945; these and all of the following date ranges are of course approximations, and definitions of where generations begin and end vary somewhat depending on the source, and on the particular individual whose generation is being defined.) • Baby Boomers (Born between 1946 and 1964.) • Generation X (Born between 1965 and 1980.) • Millennials (Born between 1981 and 1996.) • Generation Z (born between 1997 and 2012.) With the oldest members of Gen Z now in their mid-to-late 20s, and the Silent Generation still holding on to some positions of serious authority (and still showing some serious rocker cred), the workforce is indeed a generational blend of unprecedented variety. To explore how this mix is shaping the experience of workers, we hosted a chat among three women from different generations: Gina (a Boomer); Perry (a Millennial); and Emma (a Gen Z’er). Read the full post on the Hire Thoughts blog: https://lnkd.in/gxqS6vuQ

Never before has the workforce included so many generations. Today’s workforce is made up of 35% Millennials, 33% Generation X, 25% Boomers, 5% Generation Z and 2% Silent Generation. Check out stories from employees across RELX, Cirium's parenting company, on intergenerational working, https://lnkd.in/dSUrmQkk #ShapingTomorrowTogether #DataAnalytics #CiriumDiversity #RELXDiversity

Millennials set too many boundaries and are selfish commitmentphobes, Gen Z doesn't want to work and is overdosing on tech, while Gen Xers are slackers resistant to change... These are some of the common stereotypes thrown onto each group. We are part of a historic period when four generations, including Baby Boomers, Gen X, Millennials, and Gen Z, are working together. Why consider each group that monolithic? Especially the younger ones often feel unfairly judged or misrepresented because of how their generation is labeled. Misperception may lead to miscommunication and easily turn into conflict at work. #generationaldifferences #talentmanagement #wellnessatwork https://lnkd.in/dVZCph83

By 2030, millennials (those born between 1981-96) will make up 75% of the US workforce. Right now they comprise 35%, with generation X (1965-80) following close behind at 33%, Baby Boomers (1946-64) at 25%, Generations Z (1997-2012) at 5%, and The Silent Generation (<1946) at 2%. Every generation has experienced the world and workplace differently, and those experiences have defined their preferences and expectations. It’s not just how they want to be communicated with that might vary, but what they want to hear and read about could be different too. So how do you go about executing an internal comms strategy that includes everyone? Can you be everything to everyone? Here are our top tips for overcoming the challenges of engaging a multigenerational workforce 👇 https://hubs.li/Q02gzz8d0

If you’ve ever found yourself scratching your head over the difference between Gen X, Millennials and Gen Z, and wondering if it matters, I’m here to suggest that it does. As a business owner, understanding generational cohorts, and the positive impact of generational diversity, is good for business. Generational cohorts are groups of people based on a person’s birth year. They’ve become increasingly relevant in today’s professional landscape, because of the way each generation has its unique set of behaviours, thoughts and values. Plus, how they engage with each other. Take a moment also to consider the impact of technology, and how different generations use it and communicate with each other through it. Here’s a quick rundown… Baby Boomers (1947-1964) Typically known for being hardworking and valuing face-to-face communication, with a wealth of life experience. Generation X (1965-1980) Possess a great work ethic but seek work/life balance and people who share these values. Millennials (1981-2000) Want to make a difference, viewing their job as more than just salary, but need personal development in return. Generation Z (2001-2020) Want constant entertainment and a progressive environment to grow in, having always had tech by their side. Generation Alpha (2021 - ...) In 2026 Generation Alpha will enter the workplace. They may not be very different to Gen Z in their ways but be sure they'll bring their own je ne sais quoi to the table. Fascinating, isn’t it? People are your greatest asset and if you get to know their motivations you could unlock their full potential. If you'd like to explore how Minerva HR Consulting can support you in better understanding your generational cohorts and tailoring your approach and workplace culture, please get in touch. I’d love to help. ********************************************* Hi I’m Sally. I’m an HR expert and love working with small businesses who want the best for their business and their employees because it shows you care. In a nutshell I help you make wise people decisions If you liked this post and want to see more, click the 🔔 on my profile. Don’t forget to follow and connect with me.

The majority of Generation Z (born from 1997 to 2012) are now working adults. Together with Millennials, Forrester estimates that Gen Z will surpass Baby Boomers in the workforce this year – and will make up 74% of the workforce by 2030. Read more in this informative Forbes article on the top four ways to make working with your Gen Z coworkers not just easier, but more productive! #GenZ #workforcetrends #bettertogether https://bit.ly/3U2t9f5

“Lazy gen-z, entitled and self-centred Millennials, slow gen-x and conservative Boomers." 🙄 Well, I'm here to say NO! 🙅♂️ I hate these stereotypes with a passion. They're not only inaccurate but also harmful to the way we view and interact with colleagues. The truth is, every generation has something unique and valuable to bring to the table. 🎉 I firmly believe that having a diverse workforce is the key to driving innovation and success. When you bring together people from different generations, backgrounds and experiences, magic happens! 🌟 You get a melting pot of ideas, perspectives and skills that can take your business to new heights. Think about it this way: Gen Z may bring fresh perspectives and a digital-native approach, while Millennials offer a blend of creativity and adaptability. Gen X? They've got the perfect balance of experience and openness to change. And let's not forget about Baby Boomers, who bring a wealth of knowledge and a strong work ethic to the table. The point is that when we focus on stereotypes, we limit ourselves and our businesses. We miss out on the incredible potential of embracing diversity and a culture of inclusivity. 🤗 So, my advice? Ditch the stereotypes and start celebrating the unique strengths of each generation. Create a workplace where everyone feels valued, respected and empowered to contribute their best. Trust me, your business (and your employees) will thank you for it! 😊 How do you feel about these stereotypes? Do you think they’re harmful? Because I most definitely do. #Culture #Diversity #Business #Engineering

Gen Z and younger millennials are 73% more likely than baby boomers to want recognition at least a few times a month according to a survey from Gallup and Workhuman. If they show up and they don’t get feedback, they will drop you like a bad habit. We shouldn’t treat these generations with a blank label because the truth is we all need recognition from our boss. The younger generations just need more feedback and you’re going to have to have a weekly meeting where you look at them and give them feedback. You don’t have to lie to them. You don’t even have to give them great feedback, but give them feedback. Ask them questions, make them feel comfortable and let them know you’ve got their back. Read more about this topic from CNBC Workforce Wire's article on ‘Gen Z and millennial workers are bringing their need for ‘likes’ into the office.’

CBUS 335 LinkedIn assignment #3 LI 9/5 In my view, the communication divide between Millennials and Baby Boomers stems from their fundamentally different temperaments. I find that Millennials' inclination for abstract, conceptual discussion often clashes with Baby Boomers' preference for concrete, task-oriented communication. To bridge this gap, I believe Millennials should focus on presenting their ideas in a more direct and less detailed manner, respecting the Baby Boomers' need for immediate clarity. If we all adopt a more adaptable approach to questioning, such as favoring "How" over "Why," it might reduce defensiveness and foster smoother interactions. For us to achieve a harmonious workplace, understanding these generational nuances is crucial. #marketing335fall2024 #caumarketing https://lnkd.in/g8tmTxqC

Gen Z workers - Christina Gnozzo discusses how to manage the first fully digitally connected generation: "Today, the workplace is composed of 19% baby boomers, 35.5% Gen Xers, and 39.4% millennials. However, according to research by Johns Hopkins University, Gen Z is slated to make up 30% of the workforce by 2030. It is therefore vitally important for leaders to be in tune with the motivating trends, behaviors, and values of this growing demographic—especially if they wish to stay competitive in the world of recruitment and retention." Great advice from Christina - 30% of the workforce by 2030............ #purposedriven #datadriven #projectlighthouse #employeeexperience #customerexperience #fastcompany