Beliefs about generational differences that have shaped workforce strategies may be misguided, new research shows. It turns out that Generation X and Generation Y are more alike than different.
The New Zealand Leadership Institute contrasted the stereotypes derived from popular literature with findings from focus groups made up of Generation
Xers (those born between 1965 and 1977) and participants from Generation Y (born from 1978 to 1994) from New Zealand and Australia.
In the literature Generation Xers were labelled with characteristics such as independent and resourceful with a free-agent approach to careers. They were seen to be accepting of change and comfortable with diversity. Generation Y was expected to relish responsibility, want meaningful roles and see social responsibility as a business imperative. But the institute found where there was any divergence in views in the workplace, individuals' situations such as financial and family commitments were more responsible than generational differences.
It found good leadership increased commitment and enhanced retention of employees.
Both groups craved appreciation, feedback and the opportunity for meaningful learning.
However, appreciation was more important to Generation Y and meaningful learning to Generation X.
Neither group equated title or technical knowledge with leadership: members of both generations followed people they believed in, with qualities they admired rather than those they reported to.
The study concluded there was a need to provide employees with a balance of autonomy and support. One-on-one support, coaching, and mentoring were the most appreciated methods.
