Boomers and Millennials - leverage it!

Leverage the differences between Generations

The current workforce is the most diverse in history and not only in gender and ethnicity, but maybe less often talked about, age as well. In many organizations we have four generations working together at any given time, spanning 50+ years.

This diversity is a huge asset, or at least it CAN be.

Having a team with different experiences and backgrounds only makes an organization stronger.

However, it is not without its challenges. One of the biggest obstacles organizations are facing is how to bridge the generational divide, in today’s case, between millennials and baby boomers.

Many boomers occupy extremely important leadership and executive roles that millennials will eventually hold in the future. In 2018, 29% of boomers (age 65 to 72) were working or looking for work. That is 8–10% higher than previous generations, which means boomers are not retiring as quickly as they used to. Millennials, on the other hand, make up almost 40% of the current workforce. That is expected to jump to 75% by 2025 as the boomers eventually do retire. That means these two generations do still have a significant amount of time to work together. 

There are some key differences between these groups that can greatly enhance an organization if managed correctly and cause serious division if managed poorly. It’s important to understand how these two groups do indeed differ and then figure out how to bridge the gap between them to actually leverage the differences for the overall betterment of the organization. 

Baby Boomers v. Millennials - what are the differences?

Baby Boomers

• Baby boomers are loyal. This is their most obvious professional trait. This is the generation that often built a long standing career at one single organization, slowly working their way up the ladder until they decide to retire. They value this loyalty and the effort they put in to get to where they are now.
• Boomers tend to be more direct in their communications
• They value things like tradition and organizational structure.
• Boomers also prefer to have conversations in person and aren’t as technologically fluent as the younger groups.
• They aren’t as sensitive to the need for work-life balance.
• The best professional quality of this generation is experience. Their experience makes for a truly unique asset. No amount of schooling can replicate experience. 

Millennials

• Move more fluidly through their career and are usually only loyal to organizations that are perceived as being loyal to them. This isn’t the generation that started the trend of lateral movement—leaving organizations after brief periods to pursue something better—but they’ve certainly taken it to the next level. They have been called “job-hoppers” or the “gig generation”, but it’s not necessarily a bad thing. 
• They are technically sound, and many are very enthusiastic about their work, especially when they believe it will contribute to the greater purpose somehow.
• Millennials desire open and fluid communications with their managers and leaders.
• They also pursue a work-life balance that allows them to maintain an identity outside of work. 
• Millennials are very technologically savvy and typically prefer to communicate via digital methods like texting and email. However, they can be excellent in-person networkers and communicators, as well.
• Millennials are excited about professional development and will often take on additional tasks to grow.

How to bridge the gap between millennials and baby boomers

Despite these differences, millennials and baby boomers can make great teams. They will work extremely well together if the right culture facilitates good communication and understanding.

Since boomers sacrificed a great deal to get where they are in their career, this workaholic generation often believes that millennials should pay their dues and conform to a culture of overwork. Baby boomers may criticize younger generations for a lack of work ethic and commitment to the workplace.

Millennials can often get frustrated with the boomer’s archaic way of doing things and their reverence for bureaucracy and set in stone rules. Not to mention the inadequate tech savvy displayed by their elders. 

These are the hurdles. So what can be done to overcome these obstacles and bridge the gap to create a symbiotic highly leveraged workplace?

Implement a two-way mentorship program

Traditional mentoring programs pair senior leadership with junior players so that the former will guide the latter. But for the gap between young and old to truly diminish, mentorship should actually flow both directions.

Millennials can of course benefit from mentorship by learning from someone more experienced. There are surprising benefits when a millennial takes the knowledge/experience of a boomer and applies a different way of thinking to it. Millennials also tend to acclimate and learn the rules of the road more quickly when an individual takes the time to bring them along. They also have a sense of support in what is often a chaotic and stressful time early in their careers.

Boomers, however, still have a lot to learn also. In two-way mentorship, millennials can introduce them to new technology and even coach them on how to manage other millennials. And millennials have experiences of their own to share from an ever-evolving professional world.

Programs like this can be designed to facilitate teamwork as well as promote professional success and the transfer of knowledge. Mentors and mentees who spend time together will inevitably talk about things outside of work, hopefully developing common ground. And as millennials and boomers start to understand each other, they will grow to value each other’s experience and perspective and work together more cohesively.

Include millennials in key initiatives

Boomers are in key leadership positions—and they are usually the ones holding meetings and making decisions. Millennials, however, want to be included in decision-making processes, and they will often leave an organization if they don’t feel that they are being heard. It’s often said that millennials are “entitled”. I agree, they should be entitled to taking part in the process that shapes their future and the organizations they work for. 

Consider including millennials in committees or teams to bring a fresh perspective. Boomers may be unaware of issues or concerns facing younger employees—this participation could help bring those problems to light and give millennials an active role in the solution. Plus, putting the generations together to solve problems or work on projects will only encourage teamwork and result in more thoughtful solutions.

Start with the right boomers and millennials

In addition to implementing two-way mentorship programs, the selection of your people is vital.

Even with the best programs in place, the “wrong” people may never achieve the successful symbiotic transformation you desire in your organization. 

Executive search firms can make the process of hiring and maintaining a tight-knit team easier. They know the values and preferences of each generation, so they can find the right talent that not only fit with your organization, but fit with your specific team.

Consider implementing these ideas to bring millennial and baby boomers closer. If you create the right culture, you will enjoy a more productive work environment with a happier and more-driven team. Your people will flourish and so will your bottom line. 

GRN Oak Park is devoted to finding the ideal candidates for our clients’ recruitment needs. We deliver greatness one executive at a time. We can also help you land the teams needed to support them. To make our nationwide network work for you, get in touch at 847-772-2712 or email [email protected]