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For the first time, four generations of employees are simultaneously playing a prominent role in the workplace.
Today we have more and more people who are working beyond their 60s into their 70s, 80s and even some into their 90s, which means you may find two people working together who could potentially have a 50 year age difference.
The two of us writing this piece—Simma and Kate—with nearly 30 years between us, are testament to the fact that an age difference does not have to translate into more difficulty working together. We've collaborated on projects for over 6 years, written a book together, and celebrated personal and professional milestones in each of our lives.
We both feel strongly that our relationship has been significantly enriched because of our age difference, not in spite of it.
Bridging age gaps does, however, often involve a bit more effort and investment in the relationship—at least at the beginning. Why? People are products of their history, their environment and all of their experiences, so people from different generations often have very different life experiences that shape how they think, what they value, and what drives them at work.
If we were writing a traditional cross-generational article, at this junction we would probably start writing out bullet points of the main differences between the four generations.
Well, we can't bring ourselves to do that. While its tempting to hope that a few bullet points could suffice in summing up a whole generation of millions of people, we are doubtful. Such descriptions need to be viewed holistically, cautiously taking into account all the dimensions of diversity and individuality that exist so you don't end up getting stuck in stereotypes.
Even the 'safest' description, like lists of key events that have shaped various generations can be misguiding. While one generation may experience a collective event (e.g. Generation X as being shaped by the technology boom and dotcom era), that event may impact them as individuals very differently.
Let us give you a few examples.
Much is written about the experience of baby boomers during the Vietnam War and the 60s. Most of what we have read talks about baby boomers being characterized as protesting the war with peace marches and demonstrations.
It's true that there were massive marches and demonstrations during that time, but there were also baby boomers in the military in Vietnam, dying, getting wounded, and coming back having experienced the trauma of being in a war. They were shaped very differently by the same experience.
Or, take the Veterans generations, who lived through the depression. Many people from this generation were frugal, saved their money, and kept a lot of canned food in their pantries “just in case.” Yet at the same time there were other people who decided that they didn’t know what was going to happen so they had to live for today, and spent every paycheck.
Remember as well that generations typically span 20 years. That means an event like the dotbomb for Gen Xers in their early teens may be nothing more than a faint memory of a TV report, while for older Gen Xers it may remind them of the painful memory of a lost job.
Two vital requirements
Our point is this: while it's helpful to know some of the generalizations about different generations as a starting point, the real learning and the real bridging of age difference comes through doing two things: 1) suspending your assumptions and judgments, and 2) engaging in dialogue across generations.
What does this mean in practice? When you are interacting across age difference...
These are just a few ways in which you can break through generational stereotypes and bridge generational differences. For additional strategies like avoiding generational jargon and approaching interactions with a learning orientation, check out here and here.
Simma Lieberman of Simma Lieberman Associates works with people and organizations to create environments where people can do their best work. She specializes in diversity, gender communications, life-work balance and stress, and acquiring and retaining new customers. Call Simma at 510.527.0700 or email
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