I had some positive feedback on a recent post Infantilised (September 2024). There are perceptions about the differences among various generations. Those perceptions are purportedly driving behavior. At the outset, it is imperative that we recognize that generations are a natural delineation of groups. Some rail against any grouping of people, generalizations, or preconceptions. There is merit in that in some contexts.
Nonetheless, there is value in tracking and studying groups based on "age cohorts." The folks at Pew Research explain this better than I could. They believe there is value in "generational analysis," and they explain that it is of value in regard to "demographics, attitudes, historical events, popular culture, and prevailing consensus."
That said, any grouping of people can also afford a foundation for misperceptions. Because some view or perspective on a particular topic is prevalent within a particular cohort does not necessarily mean that view is shared or endorsed by the entire cohort. Let's remember not to generalize or
That said, there may be specific similarities or underlying themes to which people in age groups are more likely to be drawn. In this regard, there has been some trend to humor. I have related some of these in various presentations and discussions. I cite them here for ready reference.
The Millenial Job Interview (https://www.youtube.com/watch?v=Uo0KjdDJr1c). This clip provides some reflection of younger workers entering the workforce. There are examples of generational perspective differences, technology acceptance, and individual misalignment. In short, the video demonstrates where and how friction may occur in the workplace.
Millenials in the Workplace (https://www.youtube.com/watch?v=Sz0o9clVQu8) concludes that there is a "civic duty" to employ millennials. The video presents four scenarios that are sarcastic and frankly insulting examples of people who cannot show up on time, follow instructions, or persist without constant adulation. There is humor there but at an entire generation's expense. Generalizations abound.
In A Millenial vs a Baby Boomer (https://www.youtube.com/watch?v=Ed-5Zzdbx0E) two protagonists poke each other about their respective generations. There is tech fear, property ownership, communication skills, and more. To make it more blunt, the clip ends with a special shared insult in which the two conspire to ridicule a "Gen X."
Comedian Brad Upton has made a career out of "the stupidest generation." Though his ire is directed at those "under 30," much of his humor is directed at the way things were decades ago when kids were a bit more rambunctious and far less organized. In one special, Boomber Triggers Gen-Z Snowflakes, he says "These are the dumbest people I've ever met, not personally, just as a group." This illustrates the main point, the acknowledgment that people are capable of individuality, and there may be danger in judging based on membership in any cohort.
The Millenials are not taking all of this without reaction. In Millenials - I'm Sorry (https://www.youtube.com/watch?v=M4IjTUxZORE) a group takes a bit different tack on the generational differences. The tone is apologetic for the generation, but then delves into various challenges that some perceive Millenials have uniquely faced. It is tongue-in-cheek and entertaining. It also may make you think a bit.
Who are these generations? Purdue University has an interesting and informative graphic for edification and differentiation. It includes facts and perspectives. According to Marsh, the following is the current 2024 workplace makeup
- Baby boomers (1946-1965) 18%
- Generation X employees (1966-1980) 31%
- Millennials (1981-1996), or Gen Y 36%
- Only 15% of Generation Z (1997-2012) 15%
This will continue to evolve. I can remember when the predominant group was the Boomers. Of course, I remember before there were home computers, cell phones, and indoor plumbing. It is tough getting old, but it beats the alternative.
So, I have mentioned before, the world will come to run on the proclivities and rules of the predominant groups. Boomerism will fade, but Gen X will likewise, and then the Millenials, and in time the Gen Z folks will see their influence sunset. It is nothing new, and it will persist.
But, for now, it is important to fit the mold that is cast. And, unfortunately, Gen Z is not doing so well with the world they are entering. These folks began entering the workplace in earnest in 2015, but those who wanted college (2019) and professional school (2021-2022) a bit later. Many a law firm manager has lamented to me the challenges with Gen Z lawyers. I had one tell me "never again" in describing a bad Gen Z experience (she is close enough to retirement that she may be able to live by that promise).
Fortune recently reported Bosses are firing Gen Z grads. Some of these new employees only last for months. There is an appearance of diminishing employer patience and acceptance. There is some consensus that this "next generation" is simply not ready for the workforce. That reminded me of the old line introducing Saturday Night Live in the 1970s, when the cast was called the "Not Ready for Prime Time Players." It may be a fair comparison. Maybe Gen Z is just not yet ready? Many of those original SNL folks went on to do amazing and pervasive work.
Fortune says that "bosses are no longer all talk." Terminations are happening at about 60% of employers. This impacts "some of the Gen Z workers they hired fresh out of college earlier this year." The "class of 2024" is becoming known for shortcomings. Are they new, or is the labor market just reaching a Great Panic recovery point where employers can afford to be more selective?
In that vein, one might reflect on the growing lack of sympathy for the telecommuting model and remote work. That will be in a future post.
Why are managers terminating Gen Zs? There is some generalization that they are "unprepared for the world of work" and "can’t handle the workload." Managers cite challenges like
being late to work and meetings often,not wearing office-appropriate clothing,(not) using language appropriate for the workspace.
Educational institutions are reportedly seeking to engage in better preparation. But, while that may benefit coming graduates, it does not help those already in the workforce (or striving to be). For those, unfortunately, there will be hard economic lessons. There is nothing quite as sobering as being fired. Try it sometime if you doubt me.
The solution is complex. There will be those who learn from the present and evolve. Others will continue to struggle. This is multifaceted. Employers will have to up their game on mentoring, coaching, and training. They alone can fill the voids they perceive in the workers already hired. They alone can develop, convey, and enforce workplace culture. If they fail, they will face the ongoing expense of a cycle of hire, train, fail, fire, repeat.
Employees will likewise have to recognize the impact (emotional and financial) of failure and firing. They will likewise face the costs of the cycle of seeking, interviewing, onboarding, adapting and training, firing/quitting, and repeating. These cycles will not be easy on either cohort, employee or employer. These cycles will be expensive (financial) and costly (emotional).
Advice for employers:
- Provide concrete expectations
- Provide ongoing feedback
- Engage in mentoring
- Be patient
Advice for employees:
- Ask questions and take a genuine interest
- Master required skills and seek new assignments
- Ask for feedback periodically
- Accept criticism as opportunity