What types of generations in organizations?
How do they coexist? In this debate on the “Café con Talento” channel, we talked about the coexistence of four generations in organizations, which is a reality that happens in many companies today.
To do this, we have had Enrique Iniesta, (Director of Human Resources Development of the Pikolin Group), Andy Parra, (Key Account Manager at Adidas) and Luis Coronel, (3rd year Business Administration student).
Coexistence of 4 types of generations in an organization
To put ourselves in context, we are talking about Baby Boomers (born before 1965), Generation X (born approximately between 1965 and 1980), Generation Y or Millennials (born around 1980 and 1995) and Generation Z (born after 1995).
I would like to comment here on some ideas that emerged in this enriching debate among the participants.
They reflect the aspects with which each generation feels most identified.
Generational coexistence in organizations: debate
What are the values that represent or are most important to your generation in terms of the professional field? Enrique commented that surely there are many values that we share.
Another thing is that, when we start in the labor market , we go with some ideas or others depending on age, although there are many common values, which, on the other hand, also evolve as society evolves.
Baby Boomers bring maturity, experience, and “burned-out stages,” which offers perspective.
At the same time, what other generations can bring to Baby Boomers are new ways of seeing things. Andy believes that we all share many values, both professionally and personally and that the coexistence of the 4 generations in the workplace is very interesting.
Now Millenials are no longer the youngest, now generation Z is coming to companies with force, which is fun and enriching.
Luis believes that they already experience this as something that comes with today’s society, and, in the case of his generation, they have already grown up in a very globalized and diverse world.
Not only at the generational level, but also ethnic, aspects of disabilities, sexual diversity, etc.).
This aspect makes Gen Z generally a generation that values and also requires companies to take these social responsibilities into account.
Values in different types of generations in organizations
All generations have values in common, but what motivates each generation the most? For the younger generations it seems that, although they value stability, it is conditioned by being able to work in something they like, which is more important to them, according to Luis.
Andy adds that Generation Y are restless, have the dual analogue-digital side and want to stay in companies while they can learn, while they can have professional challenges.
Otherwise, they would look for another opportunity, rather than prioritizing stability, for example.
It is common in this generation Y to decide, for example, to take a sabbatical year and prefer to live challenging, personal and professional experiences.
Thus, he believes that for the next generation it will be even more frequent. In the Baby Boomer and Generation X generation this aspect of job stability and security was somewhat more prevalent. Now in the younger generations there is less aversion to risk, it even seems that in many cases in the younger generations it is avoided to think that it is going to be a job “for life”.
We prefer to think about whether it is going to be a challenge, what the learning is going to be, but stability is not valued so much, because what is currently valued more is not feeling “stuck”.
Types of generations in organizations: what is valued
What is most attractive when it comes to saying yes to a company or a project? Generation Y is driven more by challenges, by multidepartmental projects in which they can contribute and collaborate with other people and learn from other areas and with diversity.
It was also said that now the younger generations tend to have more energy, ideas, dynamism.
But they also have other life circumstances than people who now belong to the Baby Boomer generation, who have greater family responsibilities and cannot have that mobility.
What values does each generation have in organizations?
How important are the aspects of inclusion of diversity, concern for the environment, sustainability, etc., for each generation? By living together we learn from each other and we are also enriched.
The younger generations seem to have more internalized because they have lived it since they were children, these aspects of awareness of the environment and its sustainability.
Andy adds that CSR seems to be more fashionable than ever, in his generation they also have it very internalized and live it naturally.
This generation also sees teleworking in a very normal way, it seems that they are more familiar with this aspect than previous generations.
Teleworking simply gives greater flexibility and ease, it has a lot of potential, and it is very interesting, in its generation it is seen as something very useful.
It seems that Generation X and Baby Boomers are not yet so used to teleworking, or to the importance of work-life balance.
The younger generations do value it very much, they think that work-life balance and flexibility are necessary in order to be more productive.
What to contribute to teamwork with generational diversity
What can your generation contribute to a team with generational diversity? Andy comments that generation Y above all can provide digital support, digital knowledge, technology, creativity.
Luis reflects that his generation Z, the youngest, can bring the form of teamwork and multitasking.
And being 100% digital natives, they also bring new ideas, which can be developed to open new markets.
Enrique highlights the maturity, experience and global vision of the Baby Boomer generation.
Juan says that in generation X he likes to connect, collaborate and work in a team.
And you, what reflections would you like to contribute on these ideas that have been discussed in the debate? How do you think different types of generations coexist in organizations?
