Boomers and Millennials both ask for respect, just in different ways, says Colleen Albright, founder and CEO of Michigan-based job fit finder culturecliQ.
“A Boomer would be more inclined to let their work speak for themselves and might bring up their achievements subtly in conversation with a manager. Meanwhile, a Millennial would be a little more demonstrative and would have no problem sending their boss a detailed list of their accomplishments. Millennials have found their voice at a younger age, and they exercise that,” she says.
Boomers and Millennials crave feedback, because it’s one way they know they’re being heard and valued, explains Todd Berger, president and chief executive of Redwood Logistics, an integrated logistics firm in Chicago.
“Regardless of generations, all employees crave feedback. They want to know what they could be doing better, and what their strengths and weaknesses are,” he says.
Only the method and frequency of feedback tends to differ between the generations. Millennials may prefer monthly email check-ins, while Boomers might be happy with a quarterly face-to-face meeting.
2.They both want to make a difference.
Boomers and Millennials both have a sensitivity to social injustice and causes, says Greg Zoch, partner and managing director at executive search firm Kaye/Bassman International.
“They approach it differently, which is a technology thing,” he says. “Millennials can reach more people on social media than we ever could before, but they’re not afraid to march. Boomers marched in Mississippi for Civil Rights; Millennials rallied for the Occupy Wall Street movement. It’s the values that are similar.”