March-April 2009 Issue

	March-April 2009

Can’t We All Just Get Along

A Look At Work Relationships And Generation Gaps

Part 3

By Paul H. Stein and Ettore Berardinelli

As we discussed in Parts One and Two of the previous “Getting Along In The Work Place” articles, sometimes we just don’t understand our co-workers. The culprit is often the simple fact that we don’t appreciate the difference in generations and the values they have acquired while growing up. Remember “values,” as previously discussed, are beliefs that come from aspects in a person’s background. These factors include where they grew up, their family and friends, their socio-economic status, etc. These factors create values that shape how a person looks at the world and reacts to it.

So far, we have discussed the Traditionalist, Baby Boomers, Generation X-ers and Millennials, and the concept that each generation will bring different life orientations and values to the workplace.

In this article we will discuss suggestions to enable us all to not just “get along,” but to build on each others strengths and use them to a positive result for all.

The first really important rule is to avoid stereotyping anyone. Remember, not all of these characteristics we’ve discussed apply to all the people of a particular generation! Nothing says it better than an old proverb: “Seek to understand before being understood.”

The more you learn about a person from a different generation, the easier it is to bridge the generation gap in the workplace. It is also important to be aware of your differences and remember that none of us are truly the “same.” The life experiences of your fellow workers are a major contributing factor to their thoughts and behavior.

Appreciating someone’s strengths and understanding their weaknesses is a sign of true wisdom. Rather than being distressed by our differences, focus on our various strengths. Everyone in the organization, from the future Hall of Fame candidate to the person that just shows up and does their job usually has something to offer. Finding ways to interact can be mutually beneficial.

As an example, there once was a crewmember that would do his morning chores at the station and when finished, go sit down in a chair somewhere, never offering to help others. (Don’t ask me what generational characteristic this is, because I don’t know!) The company officer became aware of this, became frustrated and decided that every extra detail, small or large, would be assigned to this individual. What that officer discovered was that every time this firefighter was asked to do something extra, he did it with enthusiasm and without complaint, and did a good job! The officer was shocked, as his initial opinion of this person's “generational laziness” had just been dispelled. All that was necessary was some communication and direction! Using one another's positive attributes will only help the whole organization. Sometimes, we just have to look a little harder to find these answers. Remember the proverb quoted earlier about “seeking to understand.”

Now for some specific ideas on intergenerational understanding:

Workplace suggestions for Generation Xers to get along with Baby Boomers.

Limit your e-mail contact. Baby Boomers prefer face-to-face contact and human interaction. They don’t like voice mail menus and other non-personal contact in the workplace.
Show respect. Let the Baby Boomer know that you are ready to learn from them. Many Generation X-ers have more formal education than Baby Boomers. Don’t let your education level become a barrier to learning from their years of experience.
Don’t multi-task in the presence of the Baby Boomer. For Generation X-ers, this kind of activity is a way of life. However, if you are sending e-mails, using your Blackberry or text messaging while your Baby Boomer workmate is talking to you, you’re not showing much respect to any generation. Although this applies to everyone, give the Baby Boomer your full attention. Not only is this respectful to them, but it also fosters mutual respect in the workplace.
Understand the game playing. Baby Boomers are very good at playing office politics because they have seen so much of it. Even though the Gen X-er might disapprove of game playing, it is usually present in any workplace.
Like your Mom used to say, “Don’t argue with me about your bed time when your pajamas still have feet in them.” In other words, be receptive to learn the ropes from their experiences. The fire service is an extremely traditional organization. Be aware of the traditions that are important to the Baby Boomer. No matter how you may feel about traditions, one of the most irritating things to the Baby Boomer is the new recruit who wants to change things without getting the facts and has usually given little thought to what has gone on before.
Remember, the Baby Boomer may seem highly resistant to change, and you may see yourself as a “change agent.” It’s important to understand that the Baby Boomer has seen more changes in the Fire Service over the last 30-40 years than you may be aware of. The Fire Service they joined was a lot different than today’s fire & EMS delivery systems. For the most part, these Baby Boomers have adapted to these changes. Sometimes it just takes a little more time and a lot more patience.

Workplace ideas for Baby Boomers to get along with Generation X-ers.

Get to the point. Gen X-ers want to know what the bottom line. Forget the rhetoric and clichés. If you want them to accomplish something, be direct and concise, and if possible, let them know the reason “why.”
Use e-mail. Some matters can easily be handled via e-mail, while others require face-to-face contact. It’s important to use each communication method appropriately.
Don’t micro-manage. Give the Gen X-er an assignment where you delegate the result, not the process. They will appreciate it and it will cultivate respect.
Have fun. Don’t be overly intense. Enjoy what you are doing. They are!
Be aware of the different generational priorities. Gen X-ers may not care how tough you had it in the “old days” and how many times you made personal sacrifices to complete an important project. They may not be interested in working on department business on their day off. Their priority is usually healthy work-to-life balance.

Working with the Traditionalist.

Most traditionalists have retired from the fire service work force. However, there are still some out there, usually from their sincere love of the career. Here are some tips regarding working with them.
Honor the chain of command. Traditionalists have a respect for authority and they expect it in return. Remember, the Fire Service they joined was run like a military operation and the question “Why?” was seldom allowed or even answered.
Respect them. Traditionalists value their legacy and contribution to the organization. They, and others before them, have preserved a level of respect and an honored legacy that we all enjoy today.
They have “been there and done that.” Value their experience.
Show appreciation and respect for their service.
How many times was the word “respect” used here? Get the hint!

Working with Millennials.

Understand that the families of Millennials have been an integral part of their life’s experience. From helping them with their homework to helping them make career decisions. Millennials want their families to know how well they are doing.
Challenge them. Millennials love responsibility. Give them important projects to work on and then get out of their way. More importantly, recognize their good work when warranted. Let them know their efforts are appreciated.
Involve them. They want to be involved in the decision making no matter how small the decision.
Find them a mentor. Traditionalists and Millennials usually respect each other and consequently get along. Hook the Millennial up with a Traditionalist mentor and you can usually expect great results.
Provide instant feedback. Millennials want to instantly know how they are doing. From receiving their grades on e-mail, taking on-line courses and the instantaneous responses provided by text messaging, they have come to expect immediate feedback.

SUMMARY

While we don’t claim to be experts on these topics, like the Traditionalists and the Baby Boomers, we have had the opportunity to both witness and experience the major changes the Fire Service has gone through over the last 30-40 years and the influx of newer generations. If you feel that none of the observations, ideas and suggestions discussed here work for you, just remember that every one of us came to the Fire Service career, usually with great effort and sacrifice, for the same reasons. We thought it was exciting. We liked the idea of helping others. We knew that the Fire Service in America was highly respected. Most importantly, we wanted to be part of the Fire Service no matter how many years it took, how many nights and early mornings we spent in parks and on City Hall front steps in order to sign up and take all of those Civil Service exams and physical agility tests.

If you take a minute to think about it, even though we are all from different generations and have different values and behaviors, those of us that have dedicated our lives to protecting others have a lot more in common than we think. We all desire to be our very best every single day we come to work. We know that on almost every call, we do make a positive difference in people’s lives. About 99.9 percent of us actually look forward to going to work! And last, but not surely least, the pride we all have in wearing the badge of Firefighter and the thankfulness we feel for having the very best job in the world. So, the next time you look at those new recruits, take the time to think about what brought them to the job you cherish. You probably have more in common with them than you think!

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