theory is an effective way to better understand people from all areas of your life. This book focuses on applying that theory to the workplace and improving Millennial management techniques, but it’s a topic that’s applicable to all generations, and it’s relevant whether you’re at the dinner table or the conference table. It isn’t, however, the be-all and end-all solution to all things at work, so we want to be clear about what this topic encompasses.
What the generations topic is:
❯❯ A promotion of diversity: Generations are one form of diversity, and it’s a form that leaders and managers gravitate toward for two very special reasons: It’s a unique lens of diversity in that it steers clear of any “politically incorrect” blunders, and it’s also a topic that everyone can relate to. Every person in your office belongs to a generation, so it can feel like an easy, inclusive conversation. By now, we all understand the importance of building a diverse workplace. Promoting generational diversity is just as important as any other form, and you can only expect to build a (functional) multi-generational workforce if you understand the generations within your walls.
❯❯ An embrace of change: In many ways, the generations topic is a sneaky way to talk about change. The concept of change alone, in and of itself, is a difficult enough thing to grasp. It’s intangible. What does change mean? What’s that change going to be applied to? When you’re talking about people, though, it’s a little bit easier to have this conversation. It’s like telling your toddler that his broccoli is actually like eating tiny trees in an attempt to get him to eat his vegetables (or better yet, tiny trees that are covered in yummy cheese)! The generations topic can make change an easier pill to swallow and, sometimes, even a treat. When else do you get to talk about your favorite childhood toy at a diversity event? By using a generational framework, particularly when it’s focused on the next generation, you can introduce the concept of change in a tangible, approachable way.
❯❯ A shift in perspectives: As you consider how you may apply generational theory to your own management techniques, think about it as a useful lens – a Gen Lens, if you will – that can help you see your employees more clearly. It’s not a complete tool for finite categorization of human beings, but a way to overcome generational blind spots and understand the people you’re working with. Putting on your Gen Lens(es) gives you the 20/20 vision you need to gain insight into what makes the people around you tick.
What the generations topic isn’t:
❯❯ A definitive, be-all and end-all, comprehensive solution to manage any and all Millennials: Humans are complex and multilayered, and the last thing you want to do is put people into boxes. Instead of boxes, you can think of generational categories as unfixed containers that can bend and shift depending on the person. Every person is singular, and if you put people into a neat generational box, it can strip away the complexities that differ from Millennial to Millennial.
❯❯ A source of managerial prowess: Understanding your employees through a generational lens is not the sole indicator of an effective manager. Generational insights have to be used wisely and paired with other sets of knowledge and instincts.
ARE YOU A GEN JUNKIE?
Some people who discover the generations topic instantly become fascinated. Just by way of reading this book, you are more likely to be one of these people. To test whether you truly are a Gen Junkie, take this quick quiz. If you answer “yes” (Y) to three or more of these questions, chances are you can include yourself in the pack.
● Y/N Have you told anyone else about something you have read in this book yet (or marked something to share later)?
● Y/N Are you familiar with these terms: cusper, the Greatest Generation, and Homelanders?
● Y/N Have you ever disagreed with someone of a different age and said, “It must be a generational thing”?
● Y/N Do you ever fall into an Internet wormhole, clicking article after article about generational differences?
● Y/N Read the following: “Eighty percent of Millennials sleep with their …” Are you tempted to Google how that statistic ends?*
We’ll save you the trouble: Eighty percent of Millennials sleep with their phones.
If you really want to nerd out on the generations, you should pick up any of the classic works written by William Strauss and Neil Howe, who have written foundational academic texts on the ins and outs of generational theory. To give you the CliffsNotes version, we dilute one of the key concepts of their academic tomes here – namely, the essential tenants of how a generation is defined.
A generation is a group of people born within the span of about 15 to 20 years. This span encompasses the length of roughly one life stage. According to Strauss and Howe, three central pieces define a generation:
❯❯ Age location in history
It sounds fancy, but all it means is that a group of people have experienced big historical events, conditions, and trends during the same life stage.
Okay. That was nice and academic, but what does it look like in real life? While coming of age, Baby Boomers can remember how it felt when Neil Armstrong landed on the moon or where they were when JFK was shot. Xers can wistfully list off the first handful of music videos that MTV cycled through and vividly recall the white Bronco car chase. For Millennials, the time the second plane hit the Twin Towers is forever burned into their memories. For each of these events, each generation faced its respective event in the same phase of life, solidifying their age location in history.
❯❯ Common beliefs and behaviors
In large part because of these collective experiences, each cohort shares many similar beliefs, behaviors, traits, values, and motivations.
To breathe life into this academic description, here’s an example: Baby Boomers, especially older Boomers, grew up in a time of massive growth and amazing social change. They tend to be an optimistic and positive bunch. Xers, on the other hand, saw institutions around them crumble and tend to be a skeptical lot. Millennials were encouraged to share their voices at home and work on group projects in school, making them a highly collaborative bunch.
❯❯ Perceived membership
In simplest terms, this is the feeling that you belong to a specific group. Because you belong to a group of your generational peers, you have a common bond. You’re in the members-only club.
Whether in a church congregation, a sorority, or a chess club, everyone has belonged to a group and bonded over their similarities (or their differences from those outside of their group). Generationally, Boomers may feel a sense of belonging when they recognize that their preference for professionalism in the workplace extends to others in their generation. Xers can reminisce about being latchkey kids growing up. Millennials remember AOL chat rooms and laugh about some of their embarrassing screen-name choices. The nostalgia factor in the generational game further strengthens this tenet of belonging.
Now that you know that generational bands span about 15 to 20 years, here is the official breakdown of generations by birth years.
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