GUEST WRITER CAITLIN STOLL.
Caitlin leads the charge on the supplied happiness front. What a wonderfully cool and impactful career. And she is the perfect fit. Tough when it needs to be, but soft when it has to be… she is heart of our operation.
I recently moved back in with my parents after living on my own for 10 years. My small remodel turned large remodel forced me to move out and my parents graciously offered to have me move back in until the remodel is complete. Let’s be honest – once you move out of your parents’ home and move back in you can easily notice the different generational characteristics. Having more than one generation under one roof had me pondering generational differences and what they mean – For my family, for Team Blue, and for our ever changing world. Here are my findings thus far…
Interesting fact about Team Blue: Our team has a generation demographic of roughly 59% Millennials, 29% Generation X, and 12% Baby Boomer. Each group has its own unique characteristics and mindset on life and work that are based on experiences during their lifetime. To continue to maintain success (supplying happiness) as a team we need to understand each generation
The Baby Boomer generation were born between 1940 to 1960 and grew up in a time of dramatic social change. They have seen civil unrest, assassinations, and Beatlemania. Many parents of this generation missed out on their youth due to WWII so they pushed for the best possible life for their children (The Boomers). This generation is extremely optimistic and open to change. With their parents’ efforts to give them the best life possible, the boomers are seen as being very career focused, shown through their loyalty to those they’ve worked for and their incredible work ethic. With the intense focus on the personal career we also see the envelope of the 40 hour work week being pushed out.
“The Middle Child”
Generation Xers were born between 1961 to 1981. This generation is seen as the middle child because of its placement between the two largest generation demographics. Known for being independent and adaptable to the workplace and its challenges.
Millennials were born between 1982 and 2002. This generation has seen significant change throughout their lifetimes. September 11th, the Financial Crisis of 2008, and the intense rise of technology. Extreme ambition and desire to make big impacts on personal projects or their careers can be easily misconstrued as seeming entitled. As a “team based” generation with a civic mindset, many Millennials were part of teams and groups whose focus was to work on projects and ideas as a group. The internet helped foster the ideas by allowing them to always be connected to their friends and could focus their energy on causes that emotionally connect with them (i.e. Komey 2012).
Why is this important? In 2015 Millennials surpassed the Baby Boomer generation as the nation’s largest living generation. As we continue to grow our Drexel team, our Millennial demographic will also continue to grow. By 2025, Millennials will make up over 75% of the workforce. In an industry that has been hit hard in past years due to recessions and other financial woes, it will be even more important in the next 4-5 years to attract new talent and retain our current “rock stars.” The grouping listed above are buckets of what the media and ourselves have stereotyped each generation. In the next 4-5 years we will need to focus on each other’s strengths and work as a team to retain our current team and grow with the incoming millennials. It truly is an equation for success = supplying happiness!
Don’t Generalize my Generation:
Wanna hear something else that may perk your ears up, WE ALL want to be ourselves and not be bucketed. From baby boomers to Gen X’ers to Millennials each one of us is different.