The article represents a very typical scenario: four generations working together to generate results.
This fact reflects that between 1950 and 2010, the global average life expectancy increased by 20 years. In Brazil, according to IBGE data, the life expectancy of Brazilians now exceeds 75 years, which represents 10 additional years compared to the 1990s.
This result is due to the significant improvement in the population’s quality of life compared to previous centuries, despite all the economic and social challenges. They travel, practice sports, surf the internet, have social media accounts, and, no longer having children to care for, are in the workforce with a lot of time and dedication.
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Baby Boomer
The term “Baby Boomer” comes from the demographic explosion experienced at the end of World War II, during which there was a significant increase in births from 1945 to 1964. Baby Boomers are people who, between the 1960s and 1970s, experienced all the post-war changes.
Today, Baby Boomers are aged between 65 and 75 years and have the following characteristics: a focus on professional achievement, value placed on family, financial stability, and an aversion to major changes.
Generation X
On the other hand, Generation X, in their early 40s, are generally in the most intense phase of life. They carry a heavy load of responsibilities both professionally and personally, with high fixed costs: children in school, household expenses, mortgages, and more. For this generation, finding balance between work, family, and leisure is a major challenge.
Generation Y
Meanwhile, Generation Y, between 21 and 35 years old, grew up alongside the internet and in an environment of greater economic development. Their life projects are more focused on personal quality of life. Workaholics are rare in this generation, as work is not the only or main value.
In the photo: Moacir Vieira (Director) / George Hiraiwa (Managing Partner) / Eder Manchebo (Managing Partner).
Generation Z
Finally, Generation Z was born with technology at its peak and has never known a world without the internet, Windows, or iOS. These young people are seeking work that aligns with their life purpose.
How does this dynamic work in organizational culture?
With all of this happening at the same time, it’s clear that there are very distinct stages of life, needs, and expectations between the generations. The challenge is how to create a corporate environment that meets the desires and maximizes the potential of each individual.
Breaking paradigms
The first point that must be addressed is the company’s need to break paradigms.
Who said that older people can’t work with computers? On the contrary, they are highly connected and quickly adapt to new realities. We must remember that they were born or lived through the Cold War period and experienced severe economic crises, which gave them a strong sense of adaptability.
Generations Y and Z, on the other hand, face the prejudice of being seen as uncommitted. However, the start-ups and market unicorns led by these generations are proving the opposite.
A good example can be found here at Grupo Value: Eder became a partner in the company at just 25 years old! Fortunately, this generation is good at what they do, highly engaged, responsible, and is building legacies from an early age.
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Rethinking Motivators
With stereotypes put aside, it is essential for company leaders to understand the motivators of different generations and, from that, build a corporate environment and organizational culture that meet different needs and expectations.
Some practical examples include career plans, compensation policies, and training programs. These well-defined and clear items are important for Generation X and Y. On the other hand, defining the company’s purpose and mission, which are coherent and intrinsic in the day-to-day actions of the organization, helps with retention and engagement of Generation Z.
The freedom to actively participate in company challenges and the feeling of being heard and useful makes Baby Boomers dedicate themselves wholeheartedly, offering their life experience as learning for the team.
In other words, the reality of having multiple generations working together is a wealth to be explored. The company that knows how to manage this diversity will benefit from a high-performing, harmonious team with complementary skills. For all of this to happen, respect and understanding of the stimuli for each generation is crucial for a healthy environment where everyone can deliver their best.
