OK boomer. Typical millennial. Soft Gen Z. Generational hate, mistrust and dismissals such as these aren’t anything new, but the immediacy in which it is spread has become distressing in the social media age. We have all seen the meme wars, silly videos and barbed posts play out for years, and yes, we laugh. However, it is important to make sure everyone is in on the joke and that lighthearted teasing doesn’t turn into stereotypical divides based on age. Ageist attitudes are still somewhat socially acceptable in many circles, a negative undercurrent that can breed a toxic environment when left unchecked.

Traditionally, ageism is viewed as discrimination toward older people through the lens of harmful stereotypes, yet discrimination based on age unfortunately has no defined minimum or maximum threshold. The American Psychological Association discusses the developing issue in their article “Ageism is one of the last socially acceptable prejudices. Psychologists are working to change that.” Ageism, of course, is a complex and ever-changing conversation, so today’s blog will largely paint the picture in broad strokes that can be explored more in depth at a later date.

Painful Ageist Stereotypes and the Harm They can Cause

If you have engaged in any significant or casual discourse related to the perceived differences between the generations, then you will have come across different iterations of some common stereotypes. Generalizations like:

  • Millennials are lazy, know-it-alls.
  • Boomers don’t understand new tech.
  • Millennials are addicted to their phones.
  • Gen Z is spoiled and out of touch with reality.

Like any other form of prejudice or stereotyping, generalizing giant groups of people based on perceived and often negative notions can be very dangerous and counterproductive. Ageist beliefs can affect hiring decisions, our ability to communicate with one another and even personal health due to the stress of navigating a potentially ageist space. Thus, it is important to examine our beliefs and hold ourselves to a higher standard, not limiting our perceptions of others based solely on age. It is helpful, however, to try to understand where some of these flawed thought processes originate from in order to get to the root of the true motivators and commonalities that can unite people across generational divides. 

Common Motivators for Generational Groups

(Adapted from Zendesk’s “Beyond bonuses: what motivates Millennials, Generation X, and Baby Boomers”)

Grouping of people mentally based on common factors is a natural process that we have to accept, but the key is to use that ability in a positive manner. Instead of focusing on negatives or presumed differences, let’s hone in on the positives and intersectionality that can unite us. There are also some motivators that are universal and should be further explored, such as flexible work time and giving back to the community.

Millennials (Born 1981-1996)

  • Team-oriented culture. Millennials often like to make a personal connection to the people they work with and create a collaborative culture. Peer-to-peer recognition is a plus. Time to get to know each other in more casual settings or outside of work is also desired.
  • Growth and development opportunities. Millennials need to feel engaged and interested in their work, to feel that it matters and that they have paths to grow more as people, as professionals. Incentives like travel and educational assistance are a draw.
  • A flexible view of the workplace. Many millennials see work as a blended extension of their life, which is why flex time and remote capability is wanted. They want to be trusted to do the work in their own way and in a way that works with their life.

Generation X (Born 1965-1980)

  • A micro-management approach is not received well by this generation. Of course, autonomy is a universal value for all, but especially so for Generation X.
  • Work-life balance. A balanced approach to work is the key for this group, so time-off can be a bigger incentive than bonuses at times.
  • Private recognition. Generation X enjoys appreciation, but they tend to prefer one-on-one positive feedback, like a shout out in a team meeting versus an award in front of the whole office. 

Baby Boomers (Born 1946-1964)

  • Healthy Competition and Goal Setting. This generation often enjoys team building and group exercises or competitions to connect and to meet company goals. A chance for public recognition or a salary-boosted promotion is also highly valued with this group.
  • Flexible time, but with a balance of in-person communication. A fully remote work schedule is probably not as suited to this generation, as they more highly value face-to-face interaction, so a hybrid work environment is usually better suited to this group.

Overall, everyone simply desires and deserves basic respect. Remember that the next time you encounter a generational difference of opinion.