Why it is still ok to stereotype younger generations, especially when the economic, social, and psychological pressures on them are so great as they start work?
It is a bad habit — one that reveals more about those promulgating the stereotype than it does about those being typecast.
It is peak graduation season in the US, and millions of young people are transitioning into the workplace shaped by the four generations already there.
Of course, older generations always complained about the young, even Socrates did. But they didn't have the megaphone of social media or platforms like this one to reinforce stereotypes around GenZers, for example.
After David Ehrenthal, Professional Certified Coach (PCC) and I were asked at a recent meeting of The Future of Work Alliance about how to manage GenZers, we decided to dig into some of the cognitive mechanisms of stereotyping (strong), examine research about cohort effects (weak), and discuss ways to reduce the costs of labeling on younger workers and organizations (up to us).
In the process, we (GenXers) noticed that we tend to criticize GenZers for wanting the very things we were denied or denied ourselves, such as:
- work-life balance and flexibility,
- expressing preferences and differences,
- admitting mental health issues and seeking help for them, and
- acknowledging and combatting the negative impact of growth at all cost s— be it economic or professional.
The fact that I didn't really take maternity leave, for example, is not "dedicated, "motivated," or "unlazy." It was, frankly, just stupid.
Congratulations to all who are joining us in the workplace. It is not perfect for sure, but neither are "we." Together, we can make work better by respecting generational differences and respective fears and inadequacies as a form of precious diversity.
#futureofwork #inclusion #engagement
Thank you, Ellen Feldman and Originally Distinct, for the visual inspiration, Matthew Vernon Hanson for helpful input, Denise Brouder for your work on making the workplace better for all, and other members of the Future of Work Alliance for intellectual stimulation (Sophie Wade, Dan Smolen, Sophie Bailey, Stephen Dooley, Ashley Proctor, Corinne Murray, Kelly Colón, Danielle Farage, Chris Morett, Kayley DiCicco, Nancy Settle-Murphy, Gwen Stirling Wilkie 🌐 'Flexpert' Strategist, Mart Musekura, and Rob Longley).
ICF Certified Executive Coach ♦ Develop Leaders, Teams & High-Performance Cultures to Create Break-Through Results ♦ Chief Talent Strategist ♦ Team Development ♦ Facilitation ♦ Change Management
1moA very well-written post! Especially because every person has a unique skillset and brings so much to the table.