Generational Shift: Is There Room for Business Conduct to Evolve?

*This article was originally circulated in a Candido Consulting Group newsletter.

I heard a news story the other morning about some companies that are finding creative incentives to encourage loyalty among employees, such as month-long sabbaticals, flex-time, or even paid house-cleaning every two weeks. The gist being that millennials’ preferences and lack of loyalty is driving the need to change how employers compensate and reward this generation in order to slow down the revolving door. Cue the collective groan from the rest of the workforce.

The feedback I often get from boomer-era management teams about the millennial generation is that they just don’t respect the rules of business conduct. From cancelling minutes before their shift starts to athletic wear in the office, frustration abounds. So, how can we marry the idea that millennials are valuable contributors to the workplace, while coming to a collective understanding on what appropriate conduct is? And is there room for definitions to evolve?

This got me to thinking about business conduct in general, and how company culture factors in. It’s no secret that workplace dynamics between the two generations – each powerful in sheer size – can be challenging. But are things really that different now than in our generation? Did we not have “snowflakes” then too, and people that always challenged the status quo? Rather than focus on the differences and use them to polarize one another, how about we start thinking of the ways they can complement and even learn to appreciate each other?

With the new year upon us, can we make a resolution to just all get along? Here’s a few tips on how.

Check Your Biases

Diversity is a priority for many companies as the workplace is richer when there is a demographic mix. But it can also create communication challenges that lead to negative results if not managed effectively. Companies need to ensure a culture of acceptance that eliminates age-related biases, too.
One of the benefits of diversity is that it demands change – something that is human nature to resist. But boomers forget that they too created significant change, in the workplace and on every facet and stage of life as they’ve matured. And millennials forget that boomers paved the way for and created some of the technology that they have grown up on. Recognize that each generation benefits from and has a lot to learn from one other and can boost each other’s success through collaboration.

Revisit Rules And Assumptions

You may not like something, but ask yourself, in the context of your business, is it something that’s really causing a problem? For example, I grew up in the banking industry, when the dress code was always traditional business attire. I admit, casual work wear is a source of angst for me and many boomers – sometimes with good reason. But it isn’t only young people that make sartorial mistakes. I once had a VP of Strategy walk into the office wearing rubber flip flops.
Clearly, there are certain clothing choices that are never appropriate for the workplace, no matter what. But in an office where employees never see a client, does someone wearing Converse sneakers and jeans really matter as long as he/she is doing a great job? Appearance still does count, especially in a professional environment and conformity to each workplace’s dress standard should be expected. But look to see if you’re making subconscious assumptions, and whether certain rules may be less important than the results.

Respect Each Other

For any relationship to survive there must be mutual respect and consideration. There is basic work etiquette that anyone, regardless of age, should practice. It goes without saying, but don’t forget the niceties and manners. Lose the attitude. Let go of and look beyond stereotypes to see the individual. The reality is that millennials need mentors who can share and download their valuable experience, and boomers also have an opportunity to learn from millennials. And get to know each other.
For example, executives at one company created a program where, every year, each employee must meet for coffee with four different people outside of their department, from designated levels, to encourage mingling and relationship building across the company. Not only does this increase camaraderie, it also fosters critical knowledge sharing – something we know is important for the future of business everywhere.

In another 20 years’ time, millennials will be dealing with a lot more in life, along with the next generation in the workplace. The wheel turns. In the meantime, that month-long sabbatical sounds pretty good.

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