Getting Along in the Sandbox

I have always had an interest in generational studies (this probably has something to do with my fascination with birth order, but that’s another blog, another time). It’s amazing to me how we can classify millions of people based on the events, leaders, developments and trends of a certain period of time. And what’s really interesting is how we’re all supposed to “play nice in the sandbox” with all of these pre-determined judgments.

So what does this mean for the workforce? Well, let’s chat quickly about the three key generations that make up the majority of it.

Millennial or Gen Y (approx. 1984-2002) – This is me. Supposedly, we have a sense of entitlement, have never had to work for anything and have never lost…at anything. Call us the “trophy” generation because everyone’s a winner. We are peer-oriented and want things instantly because we’ve never been without technology, email, texting, IM, YouTube, Twitter, Facebook… I could go on.

Gen X (approx. 1965-1983) – I’d say the majority of the employees at Flynn Wright fall into this generation. They were brought up on television, Atari and personal computers. They are suspicious of organization, unimpressed with authority and self-reliant. But, they look for new challenges and opportunities to develop new skills and value their relationships.

Boomers (approx. 1946-1964) – Ah, the “rock and roll” generation. They are conversational, skilled vocal and writer advocates, poor on marital skills...the first divorce generation. Yet, they are optimistic, driven and team-oriented.

If all of these personalities are supposed to work together for a common goal, then here’s some advice for each generation: try to understand where your peers are coming from and take an active role in working together through your differences. Bridge the gap, folks.

Here's what you can do: