A new study published in Generations in the World of Work looked at insights into the intergenerational dynamics in today’s workplaces.
“We sought to better understand the similarities and differences between generational cohorts in the context and environments of work,” study author Dr. Meghan M. Grace told us. “Our theory was that there would be some distinct differences between generations due to varying responses to evolving societal factors during the formative years of each cohort.”
The theory looks at the intersection of Erikson’s Stages of Psychosocial Development and the three types of societal effects (Lifecycle, Period, and Cohort) that shape generations. The study specifically looked at how different generational cohorts view and experience the evolving landscape of work at various life stages of adulthood.
“There are four generations that make up the workforce and they each have distinct motivations, goals, norms, and attitudes about work,” Dr. Grace told us. “We chose to study this topic so that we would have greater understanding of the differences that exist between generations and provide insight.”
The research team conducted the study through an electronic survey that engaged a panel of professionals that proportionally represent each generation – Baby Boomers, Gen X, Millennials, and Gen Z. The survey was designed with items to reflect a career lifecycle spanning from exploration through development and retirement. The researchers aimed to capture data on mindsets about work, collaboration, productivity and work styles, relationships with others, communication, leadership, learning and development, and retirement planning.
“The results show that Gen X prioritizes flexibility and autonomy in their work and see it as one of the most important elements of their work environment,” Dr. Grace told us. “Different generations gravitate towards different modes of communication to get work done.”
Baby Boomers prefer in-person communication, Gen X prefer phone calls, Millennials prefer video chat, and Gen Z prefer texting/direct messaging. The study also found that generational cohorts prefer to build workplace relationships through different methods. For example, Gen X is drawn to building relationships through engaging in professional development experiences with colleagues, but younger generations (Millennials and Gen Z) are more interested in spending time with colleagues outside of work or in informal settings.
“We were surprised with some of the major overlaps in work mindsets that exist among generations,” Dr. Grace told us. “For the most part, there are universal motivation to work to earn an income, use one’s skills, and feel a sense of purpose.”
Dr. Grace and her team were also surprised by some of the unexpected similarities between the Baby Boomer and Gen Z populations. For example, they both desire the opportunity to create positive impact or making important contributions through their work. However, the outputs of this motivation is different for these two groups. Baby Boomers want the opportunity to make contributions by utilizing their expertise and skills they’ve gained across their careers. Whereas Gen Z looks for the opportunity to have their work create social good or positive impact on others,
“These results illuminate the importance of understanding the distinct culture and perspective each cohort brings to the work environment,” Dr. Grace told us. “The differences between generations can seem daunting as potential points of friction or conflict. However, the results of our study identify how these distinctions can be used as defining strengths of each generation. This study also amplifies the need for organizational leaders to recognize the differences between generations and integrate strategies that bring people together to collaborate across cohorts.”