Generational Differences That Shape Work Ethic

Have you ever thought about how a person’s characteristics, work ethic or personality could be defined by the year they were born? If not, you should. For the first time, the workplace demographics now span four generations, meaning there might be as large as a 50-year age gap between staff working in the custodial department.

Last year, I sat in on two different presentations addressing ways to manage staffs spanning the generations.

From these experiences, I came away with three distinct observations:
1. There are some very defined stereotypes used to explain each generation, and in many cases, they are true.
2. The qualities attributed to each generation can accurately be linked to world events experienced by these individuals.
3. Managers in this industry are struggling to develop techniques for creating harmonious work environments that appeal to all the generations.

In this month’s cover story, we outline some of the many stereotypes associated with each of the generations and what they mean to custodial executives. While reading, keep in mind what might have shaped these characteristics.

For example, Traditionalists, also known as the silent generation, are accustomed to making sacrifices, are disciplined and committed, and value teamwork. These traits were learned as a result of the Great Depression and living through World War II. Similarly, experiencing the Civil Rights movement and the idealism of the 1960s resulted in a very optimistic viewpoint for the Baby Boomers.

Growing up latchkey kids, Generation X is looking for flexibility in their career and to spend more time with family. The fall of the Berlin Wall and the growth of women in power also lead to a greater appreciation for diversity in the workforce. And finally, the fast pace of the information age has Millennials seeking immediate gratification and constant feedback.

The attitudes and work styles that have stemmed from these experiences have created a shift in the corporate culture. If ignored, the generational differences can lead to frustration, conflict and poor morale within the department. But managed appropriately, the variation can result in increased creativity and departmental productivity.

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It is with mixed emotions that I announce the retirement of the man who helped launch this publication. After 40 years of dedication to our industry, Dick Yake will turn the page on a new chapter in his life. And although I am sad to see him go, his departure opened the opportunity for a new voice and a fresh perspective. I’d like to officially welcome Vice President of Content Development Renee Bassett to the Facility Cleaning Decisions team.