Are There Really Generational Differences in the Workplace?

A lot of people have made a lot of money selling their so-called expertise in generational differences and how to work with younger generations in the workplace. But the supposed generational differences in the workplace are largely hokum.

[Definition: hokum—nonsense, bunk, false or irrelevant material introduced into an essay in order to arouse interest, excitement or amusement. Hokum is an Americanism, probably a blend of hocus-pocus and bunkum.]

Recently, the Center for Evidence-based Management (CEBM) completed a study on the evidence for (assumed) generational or age differences in the workplace. They did a system wide search of more than 80 studies. The studies focused on quantitative, empirical research, not qualitative.

One of the more useful pieces of info for me is that they actually labelled and dated the generations. I’ve added that info for those of you who are curious about the subject.

               Generations                      Born between

               Traditionalists                   1925-1944
               Baby Boomers                  1945-1964
               Generation X                     1965-1979
               Millennials                          1980-2000

Generational differences are supposed to influence work outcomes because of differing values, work ethics or expectations about organizations.

They drew a number of conclusions.  

1. No differences in work ethics amongst Baby Boomers, Generation X and Millennials. The study found agreement among all regarding work ethics, beliefs that hard work yields successful outcomes, morality/ethics, delaying gratification and self-reliance.
2. Small differences regarding job attitudes, including job satisfaction, organizational commitment and intent to stay/quit.
3. The relationship between age and a large number of job attitudes is weak. Older workers were found to be slightly more willing to remain in a company. Older employees with higher tenure are less likely to quit. The stereotypes that older workers are less motivated, less trusting and more resistant to change is completely false.
4. Older workers contribute considerably to non-core performance domains—better citizens and more safety-oriented. Engage in less counterproductive work behavior. Older workers with higher tenure working in high-complexity jobs tend to be higher performers. Older workers working in low-complexity jobs display lower performance levels.
5. Here’s one difference: older workers are less motivated by training and development opportunities than their younger counterparts. (I coached older senior people—largely Baby Boomers. But this was a highly selective, motivated group who lined up to work with me and requested my services. I quit working with problem people in the late 1980s. So I was fortunate to work with several hundred managers who were fast-trackers—or wanted to stay on their executive track.)
6. Most of the health-related stereotypes about older workers are not supported by evidence.
7. Older and more tenured employees tend to present higher coping strategies against stress and performance declines.

The conclusion is straightforward: The assumed generational differences in the workplace are not supported by the scientific evidence. (Sounds to me like there are a lot of people who ought to be eating crow.)

The entire appraisal can be found here: https://www.cebma.org/wp-content/uploads/CAT-Generational-Differences.pdf