For the first time in history four distinct generations are active and interacting with one another in the workplace . . . and in our congregations.
Delineating in general terms the Mature Generation (1920-1945), the Baby Boom Generation (1946-1964), Generation X (1965-1980), and the Millennial Generation (1981-2000), behavioral therapist Jeff Stucke and human resources professional Pam Goedde, both of Human Element, Inc., in Evansville, recently offered some pointers for interactions between generations:
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Older generations tend to be motivated by the greater good, while younger generations require a more individual and personal motivation.
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Mature and Baby Boom adults “live to work,” while Gen-X and Millennial adults “work to live.” Younger adults are motivated by a puzzle or challenge (especially technological) and by opportunities for personal learning and growth, as opposed to serving an organization.
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Older generations value knowledge and information and have a sense of those being challenging commodities to obtain. The “google it” generations experience knowledge and information as cheap, and they don’t value expertise and knowledge per se. They tend to be unimpressed by policies, rules and “we’ve always done it this way.”
The bottom line from Stucke and Goedde: It’s all about relationships. If you want to involve younger people in your organization, show them that you care about them as individuals. “They don’t care how much you know till they know how much you care.” The creed from a younger adult, says Stucke, is “care about me more than you want to change me.”
Wendy McCormick
Southwest Director
