Each generation has similar yet diverse work traits, which can influence an organization’s culture and the impact of such differences on succession planning. Baby Boomers, Generation X, Generation Y/Millennials, and Generation Z/Boomlets not only show age differences but traits that they apply to their organizations and career path. Here are the 3 key work trait differences identified:

 

Tech: Each generation has a difference in technology, whether it be a preference or ability to grasp and learn the concept. Earlier generations find it hard to evolve with technology whereas the newest generations find it second nature and a huge benefit for the organization. Earlier generations may have to shift their culture and succession planning practices to accommodate tech in the workplace. Generations such as Generation Y/Millennials and Generation Z/Boomlets will find it easier as it is a method they were taught.

 

Mission: Each member mentioned differences in the generation’s mission. Older generations focused on performing tasks to excel in the organization and to stand behind leadership. Newer generations fight for a cause and choose to involve themselves with companies that stand for something meaningful and environmentally friendly. Additionally, members within these generations are more likely to stand up to leadership if they don’t agree with the organization’s mission. These motives can impact workplace culture and succession planning practices.

 

Balance: Lastly, I found that each member claimed differences in work-life balance. Baby Boomers were motivated to strive in the workplace, to achieve success. Whereas, Generation Y/Millennials and Generation Z/Boomlets had an motive to create a solid work-life balance. It is just as important to create a solid home life as it is work life. This can impact the workplace culture and succession planning process. I feel that with the changing times and constant evolution of generations and generations to come, differences will be noted. Especially within the industry of healthcare, evolution in elements like technology, motives, and the need for balance will stand as a difference. When these elements evolve, the need for culture and planning will need to follow suit. It is possible for the multigenerational work environment to succeed, as long as openness to change and growth is instilled in the individuals.