Ask an ethicist: How to approach differing work ethics between generations?
Opinion + AnalysisBusiness + Leadership
BY Cris Parker 25 OCT 2024
I place a great deal of importance on the work I do, I enjoy my time in the office, and spending time with my team. However, lately I have noticed a younger colleague of mine is slacking off. They frequently take sick leave, or call in to work from home, and it often feels like there’s no urgency to their tasks. I am starting to feel a growing sense of resentment, as this hardly feels fair to me or my colleagues. Is there a way I can approach what I consider to be a poor work ethic?
It’s natural to feel a sense of unfairness and frustration when you’re putting in the effort and others don’t seem to be keeping pace. After all, work is called work for a reason – it’s not meant to be effortless.
Addressing the fairness of workload and the impact it has on the workforce is being explored more and more as automation is being used to assist with tasks and we find ourselves for the first time working alongside five different generations.
As our behaviours are driven by our values and it’s worth considering how different generations bring different values and attitudes to the workplace. Research into generational attitudes toward work provides some useful insights:
The Silent Generation (1928-1945) value loyalty, job stability, long-term careers and staying with one company for decades.
Baby Boomers (1946-1964) value hard work, dedication, responsibility, job security and stability.
Generation X (1965-1980) value independence, self-sufficiency and personal responsibility.
Millennials (1981-1996) are the largest cohort working in business today. They seek purpose in their work, value personal development, and look for roles that allow for work-life integration.
Generation Z (1996-2010) value flexibility, work life balance, diversity, inclusion and well-being.
So, what does this mean for your situation? While each generation may have a distinct approach to work, shared values like fairness, accountability, and empathy can create not only common ground but also opportunities. Most employees, regardless of age, want to know that workloads are distributed equitably, and that everyone is contributing their part. When this balance seems off, frustration is understandable.
However, it’s worth considering that your colleague’s behaviour may stem from reasons beyond their control. They may be facing personal challenges or health concerns, and it’s helpful to understand that we’re often dealing with factors that aren’t always immediately obvious on the surface.
Accountability is another value shared across generations. Regardless of how we work – whether in the office or remotely – there’s an expectation that we should be held accountable for our work and deadlines.
It’s possible that your younger colleague isn’t fully aware of the expectations and may benefit from clearer communication, so they better understand the priority of their work. This could help address the perception that they lack motivation or urgency.
Focusing on outcomes rather than physical presence can bridge generational differences and shift the conversation towards ensuring the work gets done effectively, no matter where it’s completed.
At the same time, empathy and understanding are important, especially when considering values related to well-being. If your younger colleague is frequently working from home or taking sick days, it may be their way of managing their health in a more proactive manner than what might have been typical in earlier generations. This could be an opportunity to reassess your own attitudes to work and question how helpful it is to be working when you’re not feeling 100% or trialing different approaches to prevent burn-out.
Rather than letting frustration build, consider having an open and supportive conversation. This could open a dialogue that leads to a better understanding of how to ensure both their well-being and their work responsibilities are met.
Ultimately, acknowledging and recognising the different generational values can open up new ways of working together. Conversations can explore the impact of those differences and find solutions to any tensions. Addressing these issues through a balance of our shared human values such as fairness, accountability, and empathy can create a more harmonious work environment for everyone.
As Bob Dylan famously said, “The times they are a-changin’” and if you’re asking, “who’s Bob Dylan?”, check him out, I think you’ll love him.
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