Do Generational Stereotypes Hurt Or Help?

This post was provided by CCHAnswersNow, which is benefit to Cascade Employers Association Members.

As recent graduates pour into a workplace brimming with older employees, cross-generational dynamics are rife with age stereotypes. But are these stereotypes scientifically valid? A new study by the international training and consulting firm AchieveGlobal found they are not.

The study, Age-Based Stereotypes: Silent Killer of Collaboration and Productivity, looked closely at four generations: Traditionalists (born 1925-1945), Baby-Boomers (1946-1964), Generation X (1965-1980) and Generation Y (1981-1999). AchieveGlobal found little solid science supporting the well-known age stereotypes. Instead, these stereotypes appear to be rooted in generalization from too few examples, biased research methods and widespread prejudice toward older and younger employees.

“Pervasive age stereotypes program employees to see their colleagues as caricatures,” said Craig Perrin, AchieveGlobal’s director of product development. “We recommend treating people as individuals, focusing on needs we all share. Regardless of their age, all employees seek respect, competence, connection and some degree of autonomy.”

The study found that every age group, management level and global region endorses significant age stereotypes. Particularly alarming was this trend: the higher the organizational role, the more likely that someone will endorse the popular stereotypes. “Our hope is that companies will find ways to remove these harmful blind spots,” said AchieveGlobal CEO Sharon Daniels. “What that takes is awareness, first of all, followed by focused training and conscious application of the best practices we’ve identified. ”

Have generational stereotypes made an impact in your organization? Has it been positive or negative?