HR: Generational Differences

Always fascinated by the "generational differences" stories, books, and arguments, I've been struck for years by how information on the topic was received in training sessions. Often fun, because of the interesting "45's versus Cassette's versus CD's versus IPod" discussions, participants almost always turned skeptical when it came down to real workplace discussions on the impacts of these differences. Baby Boomers loved working with Generation X -- Generation X had no problem (at least the top performers) working with "Matures." In fact, in a series of programs I conducted for a major financial services firm, the generational differences were largely dismissed. I was not at all surprised to start seeing research suggesting there was little substance behind the "theory."

So not surprisingly, a recent survey from AchieveGlobal points out that "generational differences in the workplace aren't as prevalent or noteworthy as imagined." The survey points out, accurately I believe, that the oversimplified stereotypes don't fit all individuals. I've always felt this to be very on-target: I'm clearly a Baby Boomer and I've made the transitions from '45s to the IPod world quickly -- even faster than my three Gen Y children did.

But more importantly, the survey revealed: 1) little sensitivity to age differences, 2) ambivalence to statements suggesting that age influences the way people behave, and 3) scattered responses that suggest multigenerational work groups might hinder productivity.

Comment: Lots of comment integrated above but one things seems clear to me. If there are issues of communication effectiveness or productivity, I'll place my bets on underlying issues not related to"generational differences."