I continue to hear people talk about Gen X and Gen Y as if they are distinct categories of the population. The notion of distinct generational categories has mainly stemmed from marketing, although consultants and HR practitioners have also picked up on it without questioning its pedigree. Here is a random selection of training workshops; “Onboarding Gen Y”, “Unleashing your Gen Y’s Innovative Instincts”, Managing Gen X and Y, Leadership skills for Gen X and Gen Y” etc

A number of scholars are now criticising the concept of generational categories for its lack of robust evidence.  While there is research that supports the existence of generational differences in work values scholars suggest these may be more due to a persons career stage than anything to do with date of birth.

In a very good article Parry and Urwin (2011) unpack the issue, they question the research methodology of the studies and conclude that there is a lack of consistent and reliable evidence for generational differences.  They observe that most of the writing is in practitioner publications and material produced by management consultancies and not empirically based.

Age diversity in the workplace is real and needs to be engaged with but does the focus on generational categories help?  Are the categories in fact feeding into intergenerational conflict in the workplace? Are we better to take a life stage approach and seek to better understand the needs of our staff as individuals at different life and career stages?

Reference: Parry E and S Tyson 2011 Managing an Age Diverse Workforce Palgrave Macmillian