BOOMERS VS. MILLENIALS- Who's Zooming Who

Ageism in the workplace is an unfortunate fact of life these days although legally this kind of discrimination can't be named. So, we'll call it Boomers vs. Zoomers.  It's been on my mind lately because as a Boomer I'm running into it everywhere.  If it doesn't pop up on an interview it shows itself as many companies are systematically getting rid of their over 40 + people.   

In a recent article by Money Wise Women the question was asked if it is age descrimation or attitude.  Good question and an interesting point of view.  In it Sherry Edwards compares the perceptions that go with both sides/  To name a few

Boomers are considered rigid and stuck in their ways, afraid of new technologies, slow to embrace new concepts and too expensive. 
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Millenials are viewed as being stuck with fads and believe their way is the only way (sound familiar),slow to understand concepts outside of their experience, prefer social or email to actual face to face meetings and have bit of a you owe me attitude which can translate to in at 9 - gone at 5- no weekends and if you ask more than that and don't pay me I'm gone.

These are generalizations of course and their are exceptions yet this generalizations are put into effect every day and in every moment.

Cam Marston  of Marston Communications talks about the 4 generations in the work place today and the primary characteristics and values behind each.  His statistics are US based but I think it's safe to say they translate to the Canadian market place.  His point is that there is a way to bring these groups together effectively and in a way that is collaborative which means reduced attrition, which means money saved and maximizing the skills and experience each brings to the party.



http://youtu.be/aGKhcQlCX14

I think the idea has merit and would love to see more companies embrace this notion rather than what I see happening.  One major media agency in Toronto has the reputation of being the under 30 club and recently got rid of virtually their entire executive team over 40. Seemed like a good idea but I understand they have quite a mess on their hands as those leading business are quitting and new hires are so green that their usefulness is questionable.  Another media vendor made it known that their preference was to hire young (and cheap) with most of their experienced sales staff let go within three months.

And now we have 25 Jennifer Kaiser promoting the future of marketing being shaped by the under 30's.  While I agree that their is  some exceptional and creative young talent out there experience does count. These group is just beginning to create theirs and perhaps should not write off what they can learn from people who have been put through their paces, made their mistakes and earned their stripes.

I believe we are at a tipping point and it's not necessarily a healthy one. What is also interesting is that those old stick in the mud boomers who are being forced out of their jobs are getting with the program. They are becoming very conversant with technology and social media as they search for the next opportunity. Expensive, well you might be surprised there as well.  When you've been forced out and have no immediate source of income perspective changes quite a bit.  So now you have savvy millenials that are creative and less costly as well as savvy boomers who can match that  criteria with an older face. 

I think employers should think again and look to see how both sides can bring value. They can  and do get along. One of my very good friends and an icon in the industry was let go this year.  People were upset especially the younger group because she is considered a great mentor because she has experience, is relevant and has depth.  Her replacement? Well let's just say that the grass did seem greener at the time.

Ellen Smith
Encourse Marketing and  Communications