Uncovering the Truth about the Three Generations: X, Y & Z
It is a fact, that every few years, a new generation emerges. We are fortunate to have such a diversity of psychologists and scientists who provide us with the necessary insights into how each generation differs from its precedent. This is of great benefit as well to the business world.
Helping leaders understand the new generation, making its entrance into the workforce, and how to deal with it.
Building teams from different generations provides the necessary diversity organizations seek as each generation has a unique value to offer. Yet, this uniqueness brings some challenges as well as opportunities to those in charge of recruitment. Therefore, the question poses itself:
How could recruiters help companies tap into the best characteristics of each generation in order to provide organizations with the perfect generational blend? Let’s look at each generational group and gain a better understanding of each, so we can further understand how to best recruit and utilize them within the organization.
Generation X Born Between 1965 – 1978 (some researchers say from 1965 – 1980)
Generation X is usually self-employed and independent. Many grew up in homes with two working parents and learned from their example to work hard, as well as to stand for themselves from a young age. This generation has witnessed several historical events, among which is the Fall of the Berlin Wall, the birth of the first personal computer, post-civil rights movement acts, and the growth of education to name the least. Those events helped this generation grow into a flexible generation that developed values of flexibility and equality. With this independence and pursuit, Generation X now runs some of the world's leading Fortune 500 companies1.
With 6 million members, Generation X values collaboration and self-reliance in the workplace and encourages them to go hand in hand.
At the pinnacle of their careers, Gen X is unparalleled in solving problems abilities and adapting to changes. Gen X has a unique ability to influence the older and younger generations. They often take care of the parents of baby boomers and raise millennials and Gen Z children at the same time.
When you recruit Gen X members, raise their values , and attract their appreciation of growth. Generation X members are generally loyal to companies that provide or encourage formal or informal growth and development opportunities. Use their influence by encouraging them to coach young team members, may teach or work separately with Millennials and Gen Z.
When you approach them, remember that Gen X actively uses social media, second only to millennials. Use these platforms and maintain close and effective contacts when recruiting Gen X members, because these confident entrepreneurs don’t have to wait too long.
Generation Y: Born between 1981– 1996
Generation Y, also known as millennials, are usually characterized by the inability to sit still. In terms of technology, millennials are generally regarded as sophisticated and increasingly intuitive people. Millennials have been the subject of extensive research and are expected to outperform baby boomers this year.
Many historical events have helped in shaping Gen Y or the Millennials. This generation grew up or witnessed the 11th of September that changed the entire world and how it runs, mainly the US-led war on terror impacting Iraq, Afghanistan, and an entire world watching. This took place amidst the booming of the digital age (internet, instant messaging, and wireless technology). Those events led to a confident generation, for despite all ordeals they managed to carve a place for themselves surpassing challenges. In addition to optimism as they walked their steps into a turbulent world, yet, a better future was assumed. Dedication and respect for authority as they grew up with parents who were overprotective of them.
As with most talents today, it is important to understand the recruitment needs of millennials. Millennials convey value diversity, flexibility, and exploration in their work; millennials want to be part of companies and groups that live their mission statements and actively seek to make the world a better place.
Take time to develop a thoughtful company culture and focus on positive social impacts, such as charity activities. This will definitely attract millennials. Many companies have taken into consideration developing volunteer programs for their teams.
Ideas that build on creating communities at work offer a great opportunity for millennials who are also referred to as the Collaboration Generation where 88% of millennials say they would prefer to work in a collaborative work culture than a competitive one2.
Millennials have been taught to be teammates since they were young. They grew up with team sports, clubs, and group projects, and organized recreational activities. They do not only grow up with each other but also grow up with adults. This Collaboration Generation is very open-minded to diversity and different ideas. Their working style promotes collaboration that promotes communication and enhances the flow of ideas. Collaborations in the workplace will continue to grow because it speeds up solutions, increases employee motivation, engagement and satisfaction.
Millennials are full of energy and eager for new opportunities, so contact them as soon as possible. Contacting millennials via phone or text message is often the fastest way to keep the recruitment process dynamic.
Since millennials compose almost 40% of the working population3, acting as a bridge between their older mates the Gen Xers, and the younger ones the Gen Zers, it is important that we work on developing their skills and working on bridging the skills gap.
Deloitte’s latest millennial survey of 7700 tertiary-educated, full-time employees from 29 countries shows an emphasis on employee growth and development. However, in this study, the impact on leadership development is of particular interest. The survey reports that only 28% of millennials feel that they are being fully utilized in terms of their skill sets. Although leadership is a highly respected skill or trait, after graduation, it is considered underdeveloped, and the company has not taken enough measures to fill this gap4.
For example, nearly two-thirds (63%) of respondents said their leadership skills have not been fully developed, and 71% of respondents said that they have also been dissatisfied with their leadership development are those who will leave the company within the next two years5 . Millennials also prefer to work in organizations whose values match their own, with 56% ruling out ever working for an organization over its values or standards of conduct.
So, what implications can be drawn from the above and how can organizations respond?
The leadership gap identified in the Deloitte study also presents an opportunity for organizations with strong and fair; staff and leadership development methods to attract and retain the best talents among the value-conscious millennials. Certainly, widening leadership development across the organizational base can help identify and build individual leadership capability as well as the collective leadership capacity in the organization.
Although the risk of losing talent remains, investing in developing leadership skills early on engenders loyalty and strengthens the possibility of re-attracting employees, which relieves the frustration of millennials in their current development stage in their careers.
Millennials want to be able to quickly and flexibly develop and adjust their skills to adapt their learning to the needs of life and work.
Generation Z: Born between 1997 – 2012 (some researchers suggest GEN Z were born between 1997 – 2015)
When you think of Gen Z, you might imagine a group of high school freshmen, but in reality, with millennials over 30, seniors of Generation Z, are now leaving college and starting work. Generation Z, also known as iGen, is usually characterized by smartphones and social media, and consists of people born in 1997 or later6.
IGen is tech-savvy and eager to seek information. Like millennials, Gen Z’s ability to absorb content is unmatched by any other group preceding them, because they have never lived a day without a 24-hour news cycle. Because most of them have continuous access to real-time news and all-important incidental details surrounding every story, they have an interesting, honest-to-a-fault view on the world — not pessimistic, but not optimistic as well. They are entering the workforce with a generally more liberal set of beliefs and an openness to emerging social trends. iGen is easy to handle multitasking and requires a lot of personalization from all the levels dealing with them.
When you turn to iGens for help in recruitment, please seize every opportunity to have personalized communication with them. Use mobile devices, social media, and other rapidly evolving communication platforms to attract the attention of this generation. iGens believe that an empowered work culture encourages them to work in the company for more than three years.
1 The ABCs Of Generations X, Y And Z, Steven Jiang, Apr 2, 2019, Forbes, Accessed 30 May 2021, https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/04/02/the-abcs-of-generations-x-y-and-z/?sh=ba5024e672bf
2 Alison Spirito, The Collaboration Generation: Millennials & Collaborative Practice, June 12th 2019, Accessed in May 2021, https://www.linkedin.com/pulse/collaboration-generation-millennials-collaborative-practice-spirito
3Kim Parker and Ruth Igielnik, On the Cusp of Adulthood and Facing an Uncertain Future, May 14, 2020, Pew Research Centre, Accessed in May 2021, https://www.pewresearch.org/social-trends/2020/05/14/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2/
4The Deloitte Global 2021 Millennial and Gen Z survey, A call for accountability and action, Accessed in May 2021, https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
5The Open University Business School, 24th January 2017, The learning propositions for millennials, Accessed 10 July 2021, https://business-school.open.ac.uk/news/learning-propositions-millennials
6Steven Jiang, The ABCs Of Generations X, Y And Z, Apr 2, 2019, Forbes, Accessed 30 May 2021, https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/04/02/the-abcs-of-generations-x-y-and-z/?sh=ba5024e672bf
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