Generational Conflict in the Workplace

Over many years of working with businesses and family enterprises, there’s been one topic that surfaces—implicitly or explicitly—again and again. And that is the difference in perspectives across generations. It’s a theme that’s both challenging and enriching for the workplace (and family!) dynamics.

In episode 18 of the Resilience Talk podcast we explored some of these differences in perspective across the various generations, from boomers, to Gen X, to millennials, and to Gen Z. 

Below I want to highlight just a few of the major areas of discussion from the episode.

Millennial Misinterpretations of “Family” in Business

I’ve noticed a recurring theme in my discussions with people from different generations: Different generations have very different reactions to businesses describing themselves as a “family.” For many millennials, for example, this term can trigger real skepticism. This reaction stems from experiences where the familial promise did not align with corporate actions, such as layoffs due to budget cuts. 

This discrepancy has led to a preference for more transparent and straightforward communication about the expectations and realities of our roles within the company. Millennials and Gen Z don’t want to be part of a company that calls itself a “family” and then treats its employees and customers in a way that a real family never would. They are happy to be part of a business that has a healthy culture, good ethos, and quality best practices, but it does not need to be a “family.” It can just be what it is: a good business.

Transparency is highly valued, especially among younger employees. They appreciate open discussions about the company’s primary objectives, like profitability and the inherent transactional nature of employment. This honesty helps manage expectations and builds trust, which is crucial for fostering a stable and committed workplace.

Older Generations’ Use of “Family”

It’s essential to recognize that different generations bring different experiences and expectations to the table. Older generations often describe their business as a “family” to convey a sense of belonging and loyalty that transcends typical workplace relationships. This terminology is rooted in a traditional view where business environments are seen as close-knit communities where members look out for each other, much like in a familial setting. 

For many from older generations, using “family” signifies a commitment to nurturing employees, ensuring their welfare, and fostering long-term relationships characterized by mutual support and loyalty. It embodies a leadership style that prioritizes human connections and the emotional well-being of employees, aiming to create a supportive atmosphere that encourages both personal and professional growth within the company. However, without clear communication and clear expectations, such intentions can be misinterpreted as insincere or misleading by younger employees. 

Adapting to Economic and Social Shifts

As we navigate through evolving economic landscapes and societal shifts, adapting our workplace strategies becomes essential. Economic factors such as recessions or periods of growth directly impact business operations and decisions, particularly in terms of staffing and investments. These economic realities necessitate flexibility in how we manage our workforce, sometimes requiring tough decisions like layoffs during downturns or expansions in boom times. Simultaneously, societal values have shifted significantly towards prioritizing work-life balance, corporate responsibility, and ethical practices. These changes reflect a broader expectation from especially younger employees, who seek meaningful engagement in their work and a positive corporate culture that aligns with their personal values. 

As a company, recognizing and adapting to these economic and social shifts is crucial not only to retain talent but also to maintain competitiveness and relevance in a rapidly changing world. By embracing these changes and integrating new values into our corporate ethos, we can better meet the expectations of all stakeholders and foster a resilient, forward-thinking business environment.

The Way Forward: Open Dialogue and Adaptation

To bridge the gaps between generations, open and ongoing dialogue is vital. By understanding the unique perspectives each generation offers, we can create a more generative, healthy and supportive work environment. This approach not only enhances our work culture but also drives our company forward in a competitive and ever-evolving marketplace.

FEATURED PODCAST

Bridging Generational Perspective in the Workplace

In this episode of Resilience Talk features we explore generational conflict surrounding workplace dynamics, especially the differing perspectives on the concept of a business as a ’family’. The dialogue delves into how millennials perceive the notion of workplace as family skeptically, influenced by past corporate mistrust and a desire for clear, more transactional communication from employers. The discussion contrasts this with older generations’ views—like those of boomers and Gen X-ers—highlighting the cultural and economic shifts that inform these generational attitudes towards work, trust, and the employer-employee relationship. The episode traverses generational expectations, the impact of societal changes, and how mutual understanding and openness can bridge generational divides in corporate and family-run businesses.

Listen now ->