The Johnsons are human-resource trainers and public speakers. Dad Larry is a former health-care executive; daughter Meagan is a onetime high-level sales manager.
Here are the oldest and youngest of the five generations they identify:
They call the oldest group Traditionals, born before 1945. They were heavily influenced by the lessons of the Great Depression and World War Two. They respect authority, set a high standard of workmanship, and communicate easily and confidently. But they’re also stubbornly independent. They want their opinions heard.
At the other extreme are what the Johnsons call Linksters, born after 1995 into today’s more complicated, multi-media world. They live and breathe technology and are often social activists.
You won’t find many 15-year olds in the offices of large companies, except as volunteers, of course, but quite old and quite young workers do come together in sales environments like bike shops and ice-cream stores.
The Johnsons, Larry and Meagan, represent a generation gap themselves in their work with jobsite issues. The Johnsons’ point is that as the average lifespan continues to rise and retirement dates get delayed because of the tight economy, people of different generations are working side by side, more often bringing with them very different ideas about company loyalty and work values.
The five generations are heavily influenced by quite different events, social trends, and the cultural phenomena of their times. Their experiences shape their behavior and make it difficult, sometimes, for managers to achieve a strong and efficient workplace.
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