b'HR COLUMNWORKPLACEGENERATIONSM A K I N G H A P P Y C O N N E C T I O N SBY KAREN BOWENoften get asked to speakMILLENNIALSbelieve in personal sacrifice, traditional I to leaders about managingMyths:hierarchy and workplaces. Boomers different generations andMillennials expect the same level ofthink that younger generations do not dealing with the rangerecognition as those with years ofwork as hard as they do. They are rigid, of attitudes, needs and work ethicseducation, experience and expertise.individualistic and materialistic.they carry into the workplace. MyThey are tied to technology, demanding research into and experience with howand entitled. They are job hoppers. Truths:different generations show up atBaby Boomers want to be proud of their work highlights what is sometimes aTruths: company. Working in a great place they contradictory concept: that we are notMillennials are tech savvy and skillfullyare proud of is more important than as disparate as we might think.embrace real-time interaction, such astraditional rewards and benefits.Exploring myths and truths for eachtext and social media. If they feel they generation highlights that, while thereenjoy a great workplace, 90 per centExploring these myths and truths may be some small differences dueof Millennials will want to stay for ademonstrates the negative stereotypes to age, we are much more alike thanlong time. Workplace culture positivelythat commonly prevail in multi-different. The workplace culture is theimpacts retention rates for Millennialsgenerational workplaces. Do you find most significant determinant of howmore than other generations. yourself thinking or voicing any of generations will act; happy workplacesthe common myths? One of the most create exceptional experiences that everyimportant things a leader can do to generation appreciates.GEN X lead multi-generations effectively is to Myths: first check in with themselves, honestly Lets begin with a definition ofGen Xers are strongly independentassessing and challenging beliefs that generations: and create more drama and conflictperpetuate these myths. Beliefs can be in the workplace by questioning andchallenging to change, so lets focus on Gen Z (younger than 18)challenging colleagues. Work-life balancewhat is similar across all generationsGen Y/Millennials (18-33 years old) is key, and personal goals come first.while honouring distinctions.They are judgmental, jaded and cynical. Gen X (34-50 years old) All generations desire pride in work Baby Boomers (51-70 years old) Truths: and workplace, connection and honest, Gen Xers are hungry for purpose andcompetent leadership. They want Traditionalists (older than 70).are seven times more likely to enjoyhealthy, safe and happy workplaces, their work when their employmentsufficient breaks, pleasant surroundings The predominant groups in todayshas special meaning and is not just aand a kind company culture. workplace include Millennials, Genjob. They value flexibility and embrace Xers and Baby Boomers. virtual and remote workplaces. All generations value plenty of natural light and welcoming atmospheres. To illustrate the concept that we areResearch proves that every generation more similar than different acrossBABY BOOMERS struggles with burnout. Baby Boomers workplace generations, we mustMyths: and Gen Xers want less work and more explore the common myths and exposeBaby Boomers are ambitious andtime to manage the work they do have. contrasting truths proven in research. driven by status in the workplace. TheyMillennials enjoy flexible schedules. 32 SOUTHERN INTERIOR CONSTRUCTION ASSOCIATION'