The Silent Generation – Multi-Generations in the Workplace Part 2

The Silent Generation

As we continue our series on Multi-generations in the workplace, we will focus on the Silent Generation.   Born between the mid 1920’s and mid 1940’s, this generation, like all other generations, has unique characteristics.  But what advantages and challenges does it create in the workplace?

Although the Silent Generation was born in the Great Depression, they grew up during the more prosperous time of the 1950’s and early 1960’s.  There was a higher rate of employment for this generation compared to the preceding and following generations.  And now, as they continue to age, they are enjoying better health and earlier retirements.

Other characteristics/facts:

• Loyal – This generation did not hop from job to job.  Even though there was a higher rate of employment during this period, employees were very loyal in their careers, and expected the same in return.  They believed that raises and promotions were based on being in an organization for a long time, so typically, they could remain in one job their entire career.
• “Waste not, want not” – That was their motto and as such, did not discard things quickly or easily.  This trait is carried over from growing up during the “Great Depression” where everything was extremely limited and difficult to obtain.
• Extremely High Work Ethic – They demanded quality and simplicity, and believed that hard work and paying your dues were the only ways to get ahead.  You don’t start at the top.
• Superb Interpersonal Skills -This generation knows how to talk to people and values productive conversation in the workplace.
• Extremely Patriotic.  They know someone or have themselves been in a war, and dedicate themselves to the cause for their country.
• Civil Rights Activists – They were primarily responsible for the Civil Rights Movement, which played a significant role in shaping the world we live in today.

These are some of the experiences and qualities that have driven the personalities and work ethics of this generation.  Understanding their beliefs and experiences can help those from other generations understand how best to relate to them.

For instance, if you grew up with computers and now do all of your communicating through emails and texting, this generation might find you difficult to relate to.  No one in this generation had a cell phone in their pocket and may be intimidated by the rapidly advancing technology.

Again, understanding what drives the behaviour of your supervisor, co-workers or subordinates from this generation will go a long way in helping you have a better and more productive working relationship.  Understand what motivates them, and identify the different ways in which you approach things.

Do you know someone who is faced with this challenge?  Feel free to share this post by using the share links at the top of this page.  And catch up with Part 1 of the series Multi-Generations in the Workplace.