The fast-paced evolution of the working world, and the arrival of a younger workforce in the job market, are forcing company directors to contend with the various factors that motivate Generations X, Y, and Z in a professional context. In this article, we will explore the differences between these different age groups, who are increasingly being brought together at work, as well as their perception of work, success, and professional life.
The integration of an increasingly diverse workforce poses its challenges for employers. Nevertheless, by having a better understanding of the factors that motivate these groups of individuals, you can strategically integrate the members of these generations into your team to optimize their strengths. It is therefore possible to assemble a productive workforce that is motivated by a sense of belonging within the organization.
Which generation are they part of?
In the generational portrait of Canada’s aging population from the 2021 census published by Statistics Canada, the different generations are defined as follows:
- Baby boomers: people between the ages of 56 and 75 years old (born between 1946 and 1965)
- Generation X: people between the ages of 41 and 55 years old (born between 1966 and 1980)
- Generation Y (millennials): people between the ages of 25 and 40 years old (born between 1981 and 1996)
- Generation Z: people between the ages of 9 and 24 years old (born between 1997 and 2012)
- Generation Alpha: people 8 years old or younger (born between 2013 and 2021)
The X, Y, and Z generations are at the centre of labour issues. According to the 2021 census , out of the 23,957,760 Canadians who made up the working-age population :
- 33.2 % were millennials and 29.5 % were part of Generation X, making up a significant portion of the workforce;
- 19.7 % were baby boomers, still present, even if a large number of them are getting ready to retire;
- 17.6 % were part of Generation Z, who are just joining the job market.
These four generations have grown up in a different world and in different political, social, and cultural environments. Not only is their perspective of the world different, but their aims and expectations in terms of work and career paths are too.
The studies all agree on the fact that age diversity could have repercussions on the job market. In particular, employers have noted significant variations with regard to the following challenges:
- Finding a balance between work, family life, and leisure
- Loyalty to the company
- Retention of staff
- Expected flexibility of working hours
The differences that motivate Generations X, Y, and Z in the workplace
According to the Business Development Bank of Canada (BDC), millennials and members of Generation Z are expected to make up half of the workforce in 2020, and close to three quarters in 2030. Statistics Canada reports that Generation Z has seen the second-highest population growth, at 6.4 % since 2016. Baby boomers, who now make up less than a quarter of the Canadian population, tend to stay in the job market for longer. They are often in the upper echelons of the organizational chart.
Each generation brings their own set of qualities and considerations to work. They can complement each other well, as long as everyone keeps an open mind and is willing to listen.
Generational diversity at work can, without a doubt, be a competitive advantage—provided you know how to use it strategically.
The integration of Generations Y and Z calls for a high level of flexibility and adapted leadership from your directors—often baby boomers who are gradually being replaced by members of Generation X. As an employer, you probably want to retain this workforce. Millennials and Generation Z will not think twice about moving jobs if working conditions don’t meet their expectations.
Below, we look at the main differences that motivate Generations X, Y, and Z in terms of professional life and opportunities within the company.
Teamwork, yes, but...
Millennials and members of Generation Z have a well-established collaborative mindset. They like to work in a team. The latter, however, do tend to be more independent and more competitive. They want to progress quickly and they prioritize individual success.
Generation X often demonstrate a good learning capacity and effective time management.
Given their experience, baby boomers and Generation X can be skillful advisers or mentors for their younger colleagues, whilst still respecting their independence and own capabilities.
An opportunity to seize: By training diversified, multi-generational teams who share the same objectives, you can encourage the complementing of strengths and sharing of knowledge between the groups.
Important values
Members of Generation X were the children who were home alone after school, waiting for their parents to come home from work. Therefore they are used to a certain level of independence and resourcefulness. Because of this, they prefer independence and flexibility at work, and hate being supervised too closely.
Millennials look for a workplace that aligns with their core values and their lifestyle. They like to have a flexible schedule and the option to work from home. They want to be part of a company that offers them a good balance between their professional and private life. Generally, millennials are difficult to recruit and retain.
To understand Generation Z better, you need to understand that they place a lot of importance on a workplace that demonstrates social engagement, and above all, a good atmosphere. They don’t just want a job, they want to achieve goals. This group is also very motivated by the acquisition of transferable skills and promotion opportunities. For them, equality, inclusion, and diversity are essential in the workplace.
An opportunity to seize: Members of Generations X and Y will, in the short term, make up the majority of the active workforce. By offering them a flexible and inclusive workplace, driven by social engagement values, you will facilitate their integration and provide them with a better sense of belonging and reasons for them to stay with your company. Generation X can serve as a role model for them in terms of independence and efficiency.
Technology at their fingertips
Generation X have seen the birth of the Internet and home computers. They have learned to evolve alongside the rapid, technological changes that have shaped their youth. They bridge the gap between baby boomers and members of the next generations.
Generation Y were the first to grow up with developing technology. They easily understand and adapt to new digital devices, even if it sometimes takes them longer than the younger generation.
Members of Generation Z were plunged headfirst into the digital world from birth, and this technology comes completely naturally to them. For these young people who are constantly connected, the Internet is a gateway to the world and information.
An opportunity to seize: A company can benefit from these groups’ strong aptitudes to adapt to the most recent technology and to stay up to date on the latest technological advances. Your older executives can rely on them to drive new initiatives and elevate the company’s competitive advantage.
Individuality and conformity
Most millennials have grown up with the idea that to find a job, it is better to avoid coming across as contrarian. The same can be said for Generation X, who have had to work hard and make compromises in order to find their place in the working world.
Generations Y and Z are drivers for change in this respect. Very individualistic and committed to self-expression, this group prefers an open-minded and relaxed corporate culture, which values human qualities and skills over attire.
An opportunity to seize: In a professional world that is increasingly affected by challenges of diversity and inclusion, the openness and creativity of Generations Y and Z can be an asset. They are more easily accepting of differences. They can help you rejuvenate and update your brand image.
Education and training
Generally, millennials and members of Generation X have followed a traditional educational pathway, and have a degree or specialty certification.
Members of Generation Z are not shy about taking online courses, and they often learn through trial and error.
An opportunity to seize: The level of education of Generations X, Y, and Z often goes beyond that of preceding generations. Educated and curious, they are motivated by the possibility of self-improvement and education. This ability to question the established order and to be open to change, as well as their thirst for progress, can make them powerful drivers for change in a rapidly evolving world.
There are huge differences in the needs and expectations of different generations in the workplace. By understanding how their respective qualities and motivations can contribute to your company’s success, you can seize the opportunity to facilitate the integration of these groups of workers and take advantage of their respective assets.
