TABLE A: Characteristics of Multigenerational Learners
Time Frame
Name
Environmental Influences
Typical Characteristics
§ Loyal § Self-Motivated § Strong Work Ethic § “Live to Work” mentality § Competitive § Willing to make personal sacrifices for personal success § Efficient § Ability to learn new technologies § Highly educated § Good work ethic § High leadership potential § Direct in their communication style § Independent § Steady and dependable § Competitive § Achievement orientation § Tech-savvy § Focused on work-life balance § Open to seeking out unique work or learning experiences
§ Vietnam War § First Civil Rights Movement § Watergate
1946-1960
Baby Boomers
§ AIDS epidemic § Fall of the Berlin Wall
1961-1980
Generation X
§ Invention of the internet and the subsequent dot-com boom
§ Columbine shooting § 9/11 § Advent of social media
Generation Y (Millennials)
1981-1996
§ Exposure to violent events (Sandy Hook, Boston Marathon bombing, worldwide terrorism) § Significant technological advancements § Great Recession
§ Diverse § Open-minded, progressive § Tech-savvy § Individualistic and creative § Self-directed
1997-present
Generation Z
(Adapted from Boatman, 2022 and Waldman, 2021)
Most of us know people from each of the categories and we can likely identify the “generation-appropriate” characteristics in these individuals. However, research in this area finds that generational differences are more often perceived than real. For example, the Insights Report, Higher Ed’s Multigenerational Workforce (2020) cited several studies which seem to validate this point. Lester, Standifer, et. al . (2012), in an early study on this topic, asked students to rate 15 work-related concepts (such as autonomy, face-to-face communication, and fun at work), according to how much they value each concept and how much they believe other age groups value the same concept. The findings suggested that subjects were significantly more likely to perceive differences in how other groups valued a concept than in the actual value individuals placed on a concept. The concepts for which the generations’ values differed significantly included email communication, social media, continuous learning, and fun at work. King and colleagues (2019) noted that their research on multigenerational groups suggested that workplaces are full of age-related stereotypes and these beliefs are not aligned with reality. For example, in a survey of 247 young, middle-aged, and older workers, people described qualities they believe were true of people in another age group. They also described qualities that others might believe are true of their own age group. Table B below demonstrates the findings.
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