DISCUSSIONS

I’m a Boomer who works almost entirely with millennials, Gen Xers, and Gen Zs.

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Anonymous

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I’m a Boomer who works almost entirely with millennials, Gen Xers, and Gen Zs. My “work ethic” is very different and I’m trying to learn how to do my best job yet not be irritating to those whose work styles can be very different than mine. For example, if I’m given an assignment, I get to it, chipping away at it, refining it until it satisfies me, then I turn it in on or before the deadline. My co-worker has a much looser working style and slides into homebase at the last minute. This isn’t a problem until we’re asked to share a task. I usually end up running the show, but I don’t want to be a pain or nag. Should this even matter, or should I keep trying to “fit in” with the culture that is so different from when I started working in the 80s?

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  1. Anonymous

    I am a millennial, who works with boomers and a couple of Gen Xs. Although, I appreciate how helpful is having guidance from more experienced people, I also sometimes feel that more experienced people tend to micro-manage or 'over-guide' (if that makes sense). If your coworker is a procastinator, maybe try to give them a deadline for tasks that you need to discuss. Offer them a plan to work on the project you have been entrusted, and after having agreed on it, let them work. Only, come back when the deadline (one before the day of) comes up.

  2. Anonymous

    Agreed. And if they drop the ball make sure everything is well documented so you don’t get the blame later on.

  3. Anonymous

    I'm not sure what you are describing is generational. As a boomer, I wouldn't say I like being characterized as a "micro-managing, impatient, and out of touch with technology" person just because I am a boomer, especially when none of those describe me. I can procrastinate with the best of them, have patience and empathy, and run technology circles around many millennials and gen-x/z'ers.

    One thing that younger generations do not respond well to is the older generations trying to act like them, especially in dress and using colloquial expressions.

    Everyone has a different work ethic. Some are more prominent in different generations. I'm sure there are some millennials, Gen-xs, and Gen-zs you work with with a work ethic similar to yours. Your best bet to get along with them is to try your best to mentor without hovering. Show them how things are done and how best practices have been built for their job. The "why's" matter (e.g., this process makes it harder for people to commit fraud, etc.). Making them a clone of yourself will never work.

  4. Anonymous

    Boomer here. What you’re describing is personality differences more than generational. I’ve certainly worked with many motivated by deadlines and last minute energy surges…truth be told I’m more like that than the steady planful style you describe.

    To manage it, have conversations about work styles and come to agreements. Maybe interim deadlines you all agree to rather than one end point?

    I would leave generation and age out of it. That will only highlight those differences.

  5. Anonymous

    Agree with this post in thinking it has nothing to do with generation. I’m also a boomer and my style is more extroverted where I feed off of others which can make people wonder how I get anything done?. Have that conversation up front and set expectations at the start when you are leading a project.

  6. Anonymous

    I don't think it would be accurate to consider this generational unless I am missing something. Different people work different ways. For example, I'm ADHD, and despite my best efforts, I seriously struggle with deadlines.

  7. Anonymous

    +1

  8. Anonymous

    this problem, or dilemma, reminds me o graduate school. During my master's program, we were required to do many group activities and yes, the leaders and worker-bees led the show. It was aggravating, to me, because I'm a "let get organized and get it done" person. Everyone in my program struggled...many were like me, many others rode the "magic carpet" and still got the "A" that the other group members earned or them. My advice: YOU BE YOU. you're not being a nag when you are asking to do things in a timely, organized manner. Perhaps the best approach would be to delegate tasks. Then, concentrate on your responsibilities and let your peer do his or her tasks...and should he/she show up at the end with "nothing"...you stay silent and let it all roll out. Don't become an enabler by being the hardest worker on the team. Also, don't beat yoursel up because you're more a "go getter"....Your strong work ethic, I am sure, is valued by your employer.

  9. Anonymous

    Thanks for this enlightenment. As Gen X, in my last job, I think I have enabled other gens to take advantage of me. I worked too hard - though I didn't not resent it. I was glad to help out my team... I know now! :)

  10. Anonymous

    Gen X here. I just want clarity on what’s expected of me and then I want to be left alone to do my job BUT… I’ve worked with plenty in my age group that have entirely different work styles. Let go of the generational assignments and genuinely get to know your employees. I would even recommend you go so far as to set up 1:1s with each and tell them you’ve realized recently you may have been stereotyping work styles by age group and don’t want to generalize so you’ve set up this meeting to explore their expectations of work and of you. At the same time, you can make your expectations known, identify where work styles may conflict, and discuss how best to compromise.

  11. Chriscodyc1

    I agree. It is an individual style as opposed to generational. I began working in the early 80s and it was same then as now. You have an excellent plan to address it.

  12. Anonymous

    You described my situation. Reality is age is a factor but even boomers have loose work styles too. Find a common mid point and think about splitting things in collaborative projects along strength lines vs style lines. You may learn something new and they may too. As for fitting in, clearly you do because you work there and otherwise just be you.

  13. Anonymous

    If you’re setting deadlines and expectations for work and the coworker is meeting those deadlines then there is no reason for you to nag tbh. If you asked the co-worker to run the show, I’m sure they would if you wanted to flex, but my guess is that some of this is down to control. To you, your coworkers work last minute, but as a millennial in a leadership role, I find many of my boomer counterparts to be in efficient in how they complete tasks so it’s also possible you could learn from them.

  14. Gretchen Skalka

    Maybe the next time you're paired on a task or project, get together and divvy up the work together and decide your benchmarks/milestones together so that you're both tracking to a mutually agreed upon schedule.

    Look at them as your partner on those tasks or projects.

    Most people have different working styles, professional strengths, abilities, aptitudes, etc.

    I've applied MBTI, Clifton and Saboteur profiles to a few client teams with great impact.

    Sometimes having the autonomy to apply your own independent style can also be an opportunity to discover how someone else's way of approaching the same thing can be beneficial for you (and vice versa). :)

  15. Adrienne Borghoff

    I don’t think it’s a boomer/millennial/gen z/x issue. I think you both have different ways of accomplishing the task, in the same way that you probably have different preferred methods of learning (visual, auditory, hands on, etc). I think if you were up front with your coworker and let them know that’s how you work best and you know they work best a diff way, you know the task will get done on time but you want to make sure the work is shared equally for equal credit. Or maybe they have something going on in their personal life that prevents them from getting to it until late in the game. I think you can still work well together with good communication, to prevent a me vs them mentality.

  16. Anonymous

    Agreed! There are slackers, high achievers, and everything in between in every generation. Maybe we should be spending a little time developing teams, or at least educating people on team development.

  17. Anonymous

    I would sit down at the start and figure out what they would love to do on the assignment and what you would love to do. Explain your work ethic to them and that you prefer to turn things in early.

    I would let go of the Gen X/Y/Z attitude as everyone is different and works differently regardless of generations. I have had employees that were 19 years old kick butt in everything they did- they would go above and beyond my expectations for the project meanwhile I had 30 year olds and 40 year olds that would drag their feet and do the bare minimum. I also have had it the opposite way. So I fully believe it's simply the person- not the age.

    Good luck!

  18. Anonymous

    I don’t think this is really about generations, it’s about working styles. In my career I’ve managed thousands of people and I’ve seen every classification of person work hard, excel, be dishonest, cause drama, etc. I would be cautious to stereotype your co-workers due to their age, my guess is you would not appreciate that either. If the assignment gets done on time, does it matter if it is ahead of time or right at the deadline? Your work ethic is your own and does not have to look the same as others. Don’t be a “work ethic” martyr.

    I would try to focus on the relationships with your co-workers, what can you learn from them and what can they learn from you. When you need to, set expectations and parameters on working as a team so you are not frustrated. Perhaps you can take another perspective here and see how you can help shape and mentor your earlier tenured co-workers and allow your differences to be a positive.

  19. Anonymous

    I’m a gen X’er and I work with millennials and gen Z. They are all pretty driven and hard working, but I find them to be less patient with the boomers and gen x.

  20. Anonymous

    Yeah well, newsflash: if you are lucky, you’ll be around long enough to have the next generation treat you with contempt. Funny thing about humans is that we don’t really figure this out until we are in our 50s. I think this is one of the areas made worse by social media - garbage in; garbage out.

  21. Ayian

    Funny thing about humans is that we treat our elders with the amount of respect they have been treating us with for years. Pro tip: don't be a dick.

  22. Anonymous

    So, your comment reads as even if someone treats you respectfully, because someone in their generation has treated you badly, you are going to be disrespectful towards everyone in that generation?

    You’re a case in point for your pro tip.

  23. Anonymous

    It appears that much of the conversation has flown over Ayian’s head. But they still want everyone to respect them.

    Seriously, evaluate people individually. Although it will take away your opportunity to be indignant, it will get you farther.

    Sincerely, a Gen Z - who hates working with people with a bad attitude, regardless of their generation.

  24. CJB62

    I think it is more about working styles too. You are a tortoise (which I am btw and I am a boomer), slow and steady wins the race, in an environment of “hares”. Been in your shoes with working with teammates that have a different style.

    What helps - define roles - who is doing what. Perhaps give yourself the tasks that need to be done first and leave the tasks that can be done later and last minute to the hares. Once you assign a task, let go. Hard and requires trust that your co-workers will come through even though it seems like they aren’t working. Good luck!

  25. Anonymous

    Totally agree with this comment. While it may seem like boomers/gen z works one way and millennials/boomers work another, it's not that. It's 100% working style.

    That being said I'm a millennial who also works in your style OP. I have ADHD and prefer for my work to appear more polished, so I am not comfortable waiting until last minute. I run into this same challenge when I collaborate with folks with a different working style.

    That said, I'm doing several things differently. For starters, if you feel like you're running the show I would kindly suggest you change that. If that's true you're coworker is probably feeling that too and might feel you're infantilizing them. If I was working with someone doing that to me, you can bet it would encourage some pretty revenge and I'd drag my feet.

    Also, when I realize the person I'm working with has a different style I do adjust my own style. IMHO it should be a little give and take. I adjust a little in their direction, they adjust a little in mine. So like others have said, I just talk about it openly with them. "Hey coworker, I noticed we have different working styles, would you be open to settings some small milestone dates so we're on the same page" might be a great way to start. Hopefully, they are our offer another suggestion. If they're very quiet I'm might try asking more question about their style to understand what drives it and create a safe space for them to share. What I don't want to do is seem like I'm bulldozing them into my style.

    And lastly, sometimes I just suck it up and do it their way. These are coworkers and you need to work together well. If you don't they won't want to work with you and that will make you day to day harder.

    I think it's very introspective of you and considered to try to grow to have better relationships at work.

  26. Anonymous

    Honestly, the way we’ve allowed this war between generations to escalate is baffling to me. We approach things differently, and we’re all hired to problem-solve, therefore, different approaches are a strength.

    The generation prior to boomers and the early boomers made changes that only benefited them, and employers.

    Late boomers, and everyone after them got screwed. Don’t forget that the late boomers had pensions disappear in their late 30s. So, not all boomers did the deed, and many will be in the workplace longer because of it!

    Younger workers are facing a workplace that doesn’t want to pay a living wage, and they want some quality of life. You are not going to pay me what I’m worth and are willing to hire from the outside for more $? This means I have to go somewhere else. Younger workers are also facing this “unlimited PTO” BS - I know so many that haven’t taken a day off in years. Unlimited PTO only works if someone can cover for you. The US job profile pushes workers into protecting their space, or being the only SME, which also means you can never take vacation under the parameters of PTO. We should be pushing for mandatory minimum PTO - you have to use your time. I will no longer consider a job that offers unlimited PTO, and have ended interviews at that point. Were losing a major benefit - ALL of us.

    Boomers, millennials and Gen X are your children. Gen Z, Gen X and millennials, boomers are your parents and grandparents. We are all workers, and more of us think alike than social media would have you believe.

  27. Thalia Moshos

    I'm regards to unlimited PTO, we definitely need a better work-life balance in this country. Look at Europe. They have more time off than we do and yet offices still operate. I'm sorry, but never taking time off is not something to brag about. I'm still young and if I have time off im taking it. If there's not enough people, then it's management's fault for that. I agree with everything else though. This job market is horrible. I've been looking for 3 years. Employers need to get over themselves and realize that they NEED TO TRAIN new employees instead of trying to find a unicorn. They need better benefits and a living wage. I'm 34 and still live at home and at this stage I shouldn't be. Our generation definitely got screwed over.

  28. Anonymous

    I agree - we were in the EU in June, Denmark, Germany, France, and Switzerland, and their quality of life, across the board, is so much better than ours. They don’t allow one person to hoard knowledge - it’s bad for business on so many levels. People have to cover for others. Here, we can’t justify the extra expense to stakeholders.

    I just watched some guy - probably in the boomer generation, dissing younger generations bc they didn’t want to work over forty hours without adequate compensation He went on to say that to support his family, he works three jobs and hasn’t taken a vacation in years. He had that tough guy persona. My first thought was good on you - taking care of your family. Second thought? What a rube to be defending a culture where you have to work three jobs to make ends meet.

    Pretty much, if you are in the US, working for someone else, you are getting screwed over.

    I’m a late-boomer, so expect to be working a long time. My siblings, 12 and 9 years older than me, have pensions. I lost mine when I was almost 40. 401ks were not created for retirement, but companies were allowed to make that shift. Never should have happened.

  29. JSan

    THANK YOU! I am tired of being separated into 'tribes' based on when a person was born.

  30. Gwendolyn Free

    I totally get it! I am experiencing the same situation at work. I didn't think of it in terms of generational, but it makes total sense! I realized that people have different work ethics and it differs from person to person. Not everyone will match yours and as long as your manager is satisfied with your work, that's all that matters!

  31. Ayian

    It's not generational, it's work style - and sometimes executive dysfunction (ie: Autism, ADD, ADHD)

  32. Anonymous

    Don’t worry about being a “nag” you just keep sending emails asking for the pieces you need to complete the project. Because what is the person going to do complain to her boss that you are bothering her by constantly asking for her work product in order the get the job done? That isn’t going to look good on her part. And if for some reason you get push back from up the chain, then you do what you can, send one request for person A’s portion then if you have nothing in 24 hours, send an email up the chain saying that you have completed this part, and can not move forward with the project until you receive the piece from A.

  33. Bernadette M Martinez

    Honestly, it sounds like you need to change with the times and not expect others to conform to an older way of doing anything. If you have such different work styles, why aren't you just scheduling a kick-off conversation with the other coworker to establish deadlines, tasks, and check-ins? This way everyone knows what needs to be done, what's expected of them by when, and can work in a way that is most effective for them.

    Side note - your "running the show" is likely not positively received by your coworkers, either. That really sounds like you think they can't do something so you're choosing to do it yourself and then complaining about that choice. If that's how it can come across in a post like this, I imagine those working directly with you may feel the same way or stronger.

  34. Anonymous

    I’m also not seeing that the workers aren’t completely their work on time.

  35. Anonymous

    i also get to work immediately when i'm given a task and i'm a millennial. people work differently. have a conversation with people instead of just deciding they're lazy or whatever is going on here.

  36. Anonymous

    Sentences begin with capital letters. As a teacher, that appears to be generational as proper writing flies out the window in place of texting/email shorthand and casualness. (But thank you for correctly writing "differently" and not "different.")

  37. Anonymous

    Writing informally on the internet =/= business e-mails. There was literally no need for this bit of rudeness.

  38. Anonymous

    here's a fun fact: i, the person you replied to, write for a living. my entire job is policing other people's spelling, grammar, and punctuation. but this isn't work, it's the comment section on a website. i don't work for you and i don't owe you formality. consider getting over yourself?

  39. Anonymous

    Fun fact as well: I am a teacher AND a published writer and editor. A person does not have to be writing for "work" to do it correctly and well. You likely would not last working for me with that attitude. Sloppiness does not need to prevail on any format. Neither does rudeness. Perhaps it is you who should get over yourself. Have a great day!

  40. Anonymous

    please feel free to show me in my initial comment where anything was incorrect other than my not having capitalized things?
    nothing i wrote was even texting/e-mail shorthand. it just wasn't capitalized.

    i don't work for you, thankfully, because anyone who needs to police capitalization in internet comments is probably miserable to work for - not to mention you get out what you put in, so if you're condescending to someone and get rudeness back, maybe you deserved it.

    by the way, not capitalizing things isn't new. it didn't come around with texting and e-mailing. but i'd bet poets like ezra pound really upset you.

  41. Anonymous

    So you're doing it to be cool? That says more about you than anything else you've said so far.

  42. Anonymous

    don't hurt yourself with that reach.

  43. Anonymous

    Nicely put.

  44. Anonymous

    you’re the teacher everyone dreads having, huh?

  45. Anonymous

    Said the person who likely caused teachers the most trouble.

  46. Anonymous

    This is such unnecessary condescension. I hope whatever is actually hurting your soul and causing temper tantrums is soothed soon. The person you lashed out at seems gainfully employed, nobody here is asking to work for anyone like you. Threatening them in this petty way doesn’t diminish their greatness, but it does tarnish yours. I hope you’re kinder off the Internet.

  47. Anonymous

    LOL. We have a winner! Most ridiculous comment and the saddest comment to the post. My "soul" is beautiful and your definition of "temper tantrum" must be very loose. Please show me where ANYONE was "lashed out at" or "threatened." I think we are all curious about that nonsensical accusation. And no, nothing about me has been "tarnished." LOL. I am very secure in myself and my accomplishments. Please try to relax. Be a little less petty, and have a nice day!

  48. Norma Lammont

    Unfortunately when working in teams people have different work styles and not everyone contributes equally. In the past Ive often found myself "carrying" other members and so always tried to avoid teamwork whenever possible.

    The posters who suggested you should, as a group. thrash out ground rules and deadlines at the onset are correct. So if you make Anne responsible for task ABC and Mohommed for task XYZ its up to them to organise their schedule so that the deliverables are ready on time.

    If the deliverables are not ready after a couple of polite reminders refer to your manager if you are not the actual manager of the team. The manager might have to deliver a talk to the team in general about everyone doing their bit but it takes the heat off of you having to manahe them if its not your actual role.

  49. Jennifer Wuollet

    I'm going to agree with everyone that says working styles are based on personality types, not generations. If you know they finish things at the last minute, then make sure you set it up so that you give them everything they need to finish on their timeline and then you can work at your own pace and they can rush do everything at the end. You need to be collaborative with your coworkers, so make sure you lay everything out in the beginning, putting them in charge of the final deadline, may even empower them a bit more and make them want to get it done sooner. Let them know when you will get things to them, ask them if that works, Communicate....

  50. Ayian

    This is not a generational issue. Work style varies person to person regardless of age. Communication is key; you've identified an issue that you have with working on team projects with your coworkers. Communicate with them about your work style and create mini deadlines together that they can "slide into home base" with to assist you more regularly throughout the project.

    And please, stop being ageist. I promise your coworkers can tell even if you don't say anything to them explicitly about it. You aren't their mom, so don't behave like one by taking the lead and nagging when your expectations aren't met. Collaboration ALWAYS takes communication and frankly, you have more life and presumably more work experience than your younger coworkers. USE it and communicate with them effectively instead of Gen Y & Z bashing online.

  51. BN

    Very well said.

    OP, If you are tired of running the show with your peers, ask that they take the lead, set deadlines and be the project manager. If you are peers and not managing them, it's beneficial to them to have the ownership and learn project management.

  52. Anonymous

    I've tried this and they don't see it as communicating and trying to collaborate together. It is seen as causing an issue instead of sharing experience.

  53. E C

    Did your younger coworkers ask for you to share experience and advice? If so, great. If not, yes, you are causing an issue. How much more would everyone accomplish if you all focused on yourselves and your own tasks?

  54. Ayian

    Please allow me to reiterate: You are not their mom. If they don't ask you to share your experience, you have two options: Keep it to yourself OR ask them if they would like you to share it. If they respond with a negative response towards your asking to share experience and/or skills, you must then keep it to yourself or you're violating their boundaries.

    You've established a dynamic at work that will take time to shift. It sounds like your younger coworkers are perceiving you in a manner you aren't intending. Changing your communication style - especially including communicating more openly and asking questions rather than making statements - is key to shifting your dynamic. How you proceed is completely up to you. Please also understand that people online can only respond to what you've said and can't address circumstances you haven't shared - like resentment for oversharing. (I've been guilty of doing this myself, including with people in my own age group.)

  55. Janet Granger

    Wow. I wrote a book about this: "Ok Boomer! Revelations of a Baby Boomer Working with Millennials" and I have to agree with much of what was said here. People are people and everyone works differently. I talk about the brain science behind the "ageist" issue at work (spoiler: age bashing has been around sinc the Greeks!) and how we need to be aware of how our emotions play into our thoughts and decision-making. That said, I'd take the advice here and see how it works for you: discussing your differing "styles of work" and seeing how you can best work TOGETHER.

  56. Anonymous

    I completely understand. My work ethic is so much different than the younger people I work with.

    Where I work it's more like a dance / karaoke party all night. People are just doing the bare minimum to get by.

    It's very disheartening to the few of us that actually take pride in our work.

  57. Anonymous

    Look - I’ve been in the workplace a long time and can definitely that slackers were invented a long time ago. On my first internship, my “mentor” taught me how to look busy by carrying around a clipboard and walking with purpose. Not joking - he spent half his time walking around with purpose. You cannot paint any generation with the same brush. Kudos to you for being wonderful!

  58. Anonymous

    The workplace is filled with people (regardless of age) who, for a variety of reasons, put in minimum effort. Unless you are in a leadership position, just accept that for what it is, put in your best effort and don’t worry about the rest. As a “go getter” who generally enjoys work, it took me years to adopt a more “go with the flow” attitude, and I’m happier for it. The book “The Subtle Art of Not Giving a Bleep” helped me immensely.

  59. Anonymous

    This is not an age thing. Period. I have known "boomers" who barely got by, did work at the last minute or little at all. I've known Millennials who get right to it and work steadily on it.

    I have ADHD. I tend to struggle to be "slow and steady" and have always done it last minute to deadline. I work hard. But I work DIFFERENTLY than you do and that has nothing to do with my age or generation.

    I have worked with people who nag at me and want to basically micromanage how I do things. It doesn't work for me, makes me frustrated, and makes it even harder to get started on things. So it may be better to think of how you can relate better to these people you think don't have a "good work ethic" and start thinking about how maybe not everyone learns or works the same way.

  60. Kelley M

    this! Yes, I have ADHD also and am dyslexic and have anxiety issues. So I work best when I TEAM up with someone to figure out the best way to get the task done before deadline.

    My previous boss also had ADHD and was a Gen X like me. Together we were a great team who always got the work done on time because of the way we communicated. Communication is key :)

  61. Anonymous

    As a boomer myself, I understand the different work styles of employees. I don't concentrate on how to fit in to their workstyle. I prefer to work on the tasks I am assigned and figure out a way to engage the team. I am known as the "boomer with a millennial mindset". I don't know if that is good or bad however, it serves me well as a leader of a department.

  62. Anonymous

    as multiple people have mentioned, i think you're conflating work ethic and work style. if you and your co-worker are both getting tasks done on time, that's the only yardstick that matters here.

    however when it comes to working together, what if the next time you were assigned a task together, you didn't run point? it doesn't seem like anyone has assigned you this role, you've just taken it on yourself. what would happen if you let your co-worker run the show? i'm guessing you all would still complete the task on time and you would both learn something about the other. maybe you're more prone to "working hard" but your co-worker "works smart" and you all can learn from each other if you're willing to be flexible.

  63. Lindsay Pfister

    I can only imagine the frustration you are experiencing in these situations while also being concerned about the effect on your approach has on your work relationships. I want to applaud you for your self-awareness and willingness to gather some insight to help you grow.

    As a coach, I hear about these types of work situations regularly. What is often out of alignment is your values and those of the coworker. From what you shared the values of competence, accountability, initiative, responsibility, and reliability stand out in how you approach your work. Your coworker may similar values, but prioritize or define them differently, or have their own set of values that guide their work.

    While you could just "fit in," keep taking on the work, or try to ignore what is happening, the way you are feeling and the challenges that come up probably won't go away.

    You may want to consider taking time to understand your values and how they are affecting these situations. Once you have this understanding, you may need to broaden how you define some of your values. Sometimes we can be very specific about the way a value should be lived, but when we take a step back we see new ways we can approach experiences and still be true to ourselves. Also, when you and the coworker start a project, consider communicating how you want to approach it and see their perspective. You may find a new way to collaborate and learn about them and yourself.

    The goal is for you to be able to complete the project and feel good about your approach and the collaboration. However, sometimes you will just have to recognize that not all situation can completely align with your values, appreciate the situations for what it is, and not use the situation to judge yourself.

  64. Anonymous

    One of these days, that sliding in at the last minute is going to bite them in the @$$. Deadlines have been known to change, and supervisors have been known to request progress reports in order to do progress billing.

  65. Anonymous

    Yes, it will bite them so hard.

  66. Anonymous

    But will it? I mean, if my boss says "this is due in 2 weeks" and I tend to do it the day before it's due, does it matter if the boss says "ok we need to move this up and get it in two days"? It just means I work to a new deadline.

    But the slow and steady "boomer" might be half done when the boss comes to them with a new deadline. Can they then kick it up a notch and finish it in a day? Maybe not.

  67. Anonymous

    And, if a millennial has other things going when the deadline is moved up? The Boomer is already half done, the Millenial might be sitting with a sick child, dying grandmother, or whatever. But yes, I've seen GenX & Boomers kick it up a notch & still do a stellar job on it.

  68. Anonymous

    I have seen boomers pull all-nighters if needed. I find them dependable and able to flex when needed.

  69. Anonymous

    I think this is a work style issue instead of a work ethics issue. Why don't you try talking to your coworkers the next time you're assigned a share task. You can split duties and come up with agreed internal milestones/due dates within the task. You can schedule a quick chat or send an IM/email to check in the day after the milestone's due.

    This way you can work at your own speed with peace of mind and your teammate can do the same. If there's a request from either side about changing the other party's work speed or style, try to have a conversation to understand the reason behind the request.

  70. Rika M Phipps

    For team projects, maybe ask your other members to have their parts ready a couple of days in advance, so when it comes to turning it in, you still have a day or two to wrap it up nicely to have a complete & coherent package.

  71. E C

    That's fine if she is the manager or the officially designated project leader. If everyone on the team is a peer, it's not appropriate for one person to dictate how the others must work. It's also not appropriate to assume that the younger colleagues' work needs another set of eyes and "just in case" time simply because of their age. They were presumably hired through the same process and standards. Different work styles =\= less competent.

  72. Amy Carissa Oliver

    You’ve received a lot of really great comments already explaining that this isn’t about work ethic, it’s about work style.

    I would encourage you to remember that some people don’t work entirely “on paper” as a matter of style. I have had employees who liked to work slow and steady, write down their outline, fill in each section, etc and it worked for them so that was great. I have had employees who wouldn’t put a word to paper until the day it was due and their work was still outstanding… because their minds were working the problem and they had done research and note taking ahead of time in a way that worked for them. I also have had employees who need the pressure in order to perform at their best so they wait.

    None of that is about work ethic.

    Importantly, employees often have more than one task assigned to them and have to set priorities based on those. If your colleagues have 3-4 projects they’re working on at a time, or other small tasks that pop up, they may have to prioritize those to the front of the line.

    Usually when I see this type of behavior or judgement in the workplace I refer to it as “looking to the sides.” You’re too worried about what your colleagues are doing and not enough about what you’re doing. If you’re not on the project with them, eyes forward because you’re not their manager and only the manager gets to decide if their work style isn’t working.

    If you are working on a project together, it’s still eyes forward unless you are missing deadlines as a team as a result of their work style or the manager is deeming the final product unacceptable.

    If that’s the case, then bringing the team together to collaboratively assign roles and and milestones is fine. Or ask the manager to assign a project lead to each project.

    Importantly, I’d advise you as a manager that your need to rework projects repeatedly until you are satisfied sounds a lot like perfectionism and while you can certainly do that with your own work— but I would always advise against that due to it prolonging projects that were already good enough, it will definitely burn bridges with your colleagues because you’re not the one who decides if their work is good enough. They don’t need to be done two days early so you can refine their work to your satisfaction. You should all be willing to work together on mutually agreed upon checkins if that’s necessary to keep alignment but in content and flow, but if that’s already there or not a mitigating factor, then you’ll need to adjust your expectations.

  73. Anonymous

    I'm guessing it has been said, but just in case it hasn't, procrastination is a "trait" or what have you of ADHD, which I happen to struggle with. If I were sitting next to you, you would see me do everything but the task, until the last minute-then I would go into hyper-focus mode and bang it out.

    It's important to remember we never know what someone else is managing.

  74. Anonymous

    What is being described as an issue in the workplace isn’t a generational issue and doesn’t have anything to do with how long anyone has been in the workforce.

    What does seem like a generational issue is assuming that age and tenure is related to someone’s style of work.

    I would suggest bringing this up as an open conversation at the beginning of each project you work on. The first thing every team should discuss on a new project is the parameters of the scope and how that works with a desired deadline.

    If you allow this topic to be discussed freely, and without judgement, you might find ways in which your style of work is possibly conflicting with your team members. If your role is not project manager, is the effort in which you are deciding to take control of a project something that you should be concentrating on? Always make sure you’re establishing roles and boundaries with anything you work on and allow for an open door with constructive criticism to flow both ways.

  75. Anonymous

    I think it could be personality work style rather than a generation difference. I am a Gen X and I work in a medium pace. I am very detail oriented and it’s a great asset for my work. I inherited my mom’s eye for detail and work ethic. I also pride myself on my work ethic and style. I am always wanted and needed for the two different job duties in my department. I am very responsible and reliable. We all work independently so we don’t have projects. I do share an additional task with 3 others that we work on everyday during the week. At my previous job we split work but it was different. I worked with a millennial that worked slower so she could avoid filing. I didn’t like it either but I certainly wasn’t going to finish all of it. I also know a boomer that is a procrastinator. A former coworker of my husband would dilly dally and do a 1/4 of the work my husband and other coworker completed in their department. My husband works in an eyeglass lab so there was a difference physically that was seen. He was always late for work. He didn’t like his review and quit without another job lined up. He is a Gen. X that married a millennial and wants to live in the Philippines with her and be supported by her! Sorry I ranted a bit to make my point. So it definitely depends on the person and not necessarily their age. I do understand the frustration you feel and trying to navigate the situation, best of luck to you.

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