Great post! I’m reading your study right now in another window.

I’m glad to see there’s someone who’s researching generations in the workplace. I do research on the differences among generations in personality and attitudes and I have a similar frustration with people who have a few personal experiences and then generalize to an entire generation … or, worse, who have a “theory” about generations without much evidence.

When I was first working on my book (Generation Me) I asked a class of undergraduates to name 5 characteristics of their generation. Many said “open-minded” and “tolerant,” which are certainly backed up by data. I was shocked, though, at how many wrote “lazy” — as there is, as far as I know, no research evidence to support that conclusion. So young people have absorbed the attitude of their elders about their generation. I hope it won’t be a self-fulfilling prophecy.

Your post is well thought-out. I’ve consulted to Fortune 500 companies for 30 years now, in addition to starting out as a manager in one of them.

Since a lot of my work is in leadership development, the issue of “age” pops up frequently in discussion. As one who is “out there” every day, I can say from observation and experience that the productivity thing simply has nothing to do with one’s generation. In fact, I’m watching younger people become frustrated because they often can’t get the chance to contribute enough!

Unsubstantiated generalizations are irresponsible at best and damaging to individuals and organizations at worst.

The human condition hasn’t changed in thousands of years. But the workplace has. It would seem that the responsible thing to do is still to create situations where people can contribute to the max based on their talents, abilities, and interests.