Understand the Generation Differences

Tips for Understanding Generational Differences:

Generational difference #1: Work-life balance

Workers in their 40s will stay late to get the job done. Workers under 30 (and even in their mid 30s) want to leave at 5p.m. but they WILL work from home.They stay connected and online 16 hours a day consistently and they will mix leisure time and work duties together.

Gen X (workers in their 30s) follow the rules although they may resent it. They're willing to work hard and often, stay late, but they are also torn up about the kids. They want to spend more time with them than their parents did, and juggling the two is getting more and more difficult.

Everybody wants work-life balance but these groups view it differently.

Generational difference #2: Generation Y and Getting Things Done

Younger workers like to test an idea or theory before implementation. They will look for online solutions and gather a lot of information before making a decision. This causes managers in their 40s and 50s to think they are not action takers. "Hey, why doesn't someone pick up a phone and get something done around here! They wonder."

Generation difference #3: Generation Y and Dress Codes

Dressing casually for workers under 30 is a very big deal. They don't understand the concept of dressing up if they are surrounded only by their coworkers and supervisors. Some younger male workers have indicated they're not interested in jobs that require a suit and tie. Dropping the dress code when possible is yielding amazing productivity results.

People under 30 do not respect people because of their age, knowledge or position. They respect only those who they believe (for whatever reason) respect them. So people who manage younger workers have to hold themselves accountable in front of their employees to effectively hold their younger team members accountable. While this puts managers under heightened scrutiny, it works extraordinarily well and allows leaders to create a powerful culture of accountability.

Source:http://www.managing-generation-y.com