Yes, Generational Differences Do Exist, and

They Make Us Stronger!

LET’s STOP DISMISSing THEM, and EMbrace them instead

By Rachele Focardi

Recently, there have been a rising number of articles and videos claiming “generations may not exist”, “there is no such thing as generational divide,” or “generational differences are not real.” They reinforce instead that “people are people” and it is wrong to group us under a generational umbrella. Although the underlying message is an honorable one, this notion is reductive and those propagating it - while surely meaning well - may be doing more harm than good. 

Let me explain why. While it’s true we are all unique individuals and should not be victims of bias, it is also undoubtably true that the context we are born and raised in (socio-economic, historical, political, cultural, even technological) shapes us. This certainly applies to generations. The reality a Traditionalist, a Baby Boomer or a Gen X encountered upon entering the workforce – including behavioral norms, management styles, what defined leadership, how people were developed, and how they interacted in the workplace – is very different from what Millennials and Generation Z are experiencing. So were parenting styles, communications styles, and social customs - even pop culture.  Hence, there are inevitably aptitudes, ways of thinking, expectations and modii operandi shared among those who were born, raised, entered adulthood and joined the workforce during the same time period. Saying there are no generational differences is  like saying that context does not matter. But it does, and very much so. In the words of Star Trek commander Lorca, “Universal laws are for lackeys, context is for kings”.  Failing to acknowledge our different contexts is a big contributor to intergenerational conflict both in and outside of the workplace. 

Although many deny the generational divide, it is very much there (but it doesn't have to be). According to the XYZ@Work 2021 Multigenerational Workforce Study,  only 47% of employees believe generational diversity makes the workplace more productive, 68% say they find it challenging to work with people from different age groups, and more than 50% say that intergenerational conflicts are frequent (to the point that 40% of the young generations say they prefer to work with people from their own age group).

See... What we are doing when we reject generational differences, is trivialising what the majority of employees are experiencing, instead of acknowledging it. Denying what makes us unique, instead of embracing it. What we need to do instead is to understand that the clash between generations doesn’t originate in the fact that they have different traits, expectations and belief systems, but in the stigma attached to those idiosyncrasies. This is why we have to reframe generational stereotypes, not dismiss them! Stereotypes represent behavioral archetypes that cluster people together, and if we use them as context-setting tools instead of looking at them as a negative construct, we will find that they can actually help us understand ourselves and the world around us better.  If instead of defending ourselves from what we see as unjust categorisations, we are able to accept that some may be true and justified – yet don’t negatively define us! - we can stop thinking of our distinctive traits as irrevocably discordant and start seeing them as complementary. In order to do this, we need to take an honest look – without judgement – at both our own generation and the way we truly feel about generations beyond our own; we need to put all stereotypes on the table and ask ourselves if they are really just stereotypes after all.  

And finally, let's cut each other some slack: generational tensions do not stem from a lack of goodwill (in fact 98% of employees across age groups say they really want to find a way to make it work!), but from the fact that we really don’t understand much about WHY we are different. 96% of employees admit to knowing very little or nothing at all about the context that shaped their colleagues from other generations. 

So, instead of denying our differences, why don’t we try to understand them? Instead of saying "It's time to stop talking about generations", let's agree that "Generational Diversity is Diversity", and it needs to be explored.  It’s difficult to understand and appreciate differences or show sensibility in how we interact with other age groups if we flat out refuse to acknowledge the many forces that have shaped them. Encouraging deep cross-generational awareness (instead of downplaying the need for it), openly addressing, challenging, reframing and perhaps in some ways, even embracing the stereotype, is the only way to bridge the generational divide and foster a culture of intergenerational collaboration.  After all, when generations can combine their strengths behind a shared vision, and rely on each other's unique skills, that's when the magic happens! And isn't this exactly what the world needs right now?

*This article features an excerpt from the book “Reframing Generational Stereotypes” https://www.xyzatwork.com/reframing-generational-stereotypes