Communication and Integration Are Essential for Success

In today’s construction industry, as well as other industries, we are seeing a blend of generations acting together at a single site or workplace. Many companies have high goals and metrics regarding diversity, which means that they are encouraging and accepting more diverse candidates and workers than ever. But balancing the gap of years between the oldest and youngest generations can be challenging.

This article describes some of those challenges and offers a few practical tips to manage different generations in the construction industry.

5 Generations Working Side By Side in Construction

Depending on the source, birth date ranges can differ for each generation. But we can identify 5 main generations in the workplace today—Traditionalists (born between 1927 and 1945), Baby Boomers (born between 1946 and 1964), Generation X (born between 1965 and 1976), Generation Y or Millennials (born between 1977 and 1995), and Generation Z, iGen or Centennials (born 1996 or later). While each worker leaves his or her own footprint in the workplace, and can stand independently from the characteristics of any group, it is important to understand the circumstances, attitudes and values that influence each generation and their skillsets.

Traditionalists, for example, were raised during the Great Depression and worked mostly for one employer during the span of their careers.

Therefore, they can be very resourceful with minimal tools and are loyal employees.

Comparatively, Baby Boomers, who now find themselves in charge of many construction projects and in managerial positions, often like to drive the work flow and impose their leadership traits. They will commit to extensive work hours and can also fit very well as policy enforcers—safety officers, construction inspectors and skilled crew leaders.

Generation X employees, who are now in many mid-management construction positions, similarly find themselves comfortable supervising and mentoring others. And because this generation grew up with many technology developments, they work well with powered tools, computers, and other digital tools like using PDFs over blueprints.

Millennials are also very tech-oriented, and having grown up in a workplace with flexible schedules and remote employment, rely on mobile technology like instant messaging and cloud services to communicate, and are often interested in sustainable strategies like renewable energy, reclaimed products and recycling at the job site.

Generation Z employees rely heavily on technology as well. And because they are entering a workforce that is increasingly being transformed by gig or freelance economy projects, they can be very entrepreneurial and are capable of multitasking between different projects.

Labor Force Breakdown By Age Group

The US Department of Labor and other industry groups have been able to gather some data about different workplace generations. In 2010, the workforce breakdown by age was:

• 16 to 34 (mostly Millennials and some Generation Z) was 36 percent

• 35 to 44 (Generation X) was 22 percent
• 45 to 54 (Baby Boomers) was 23 percent
• 55+ (some Baby Boomers and Traditionalists) was 19 percent

Projected stats for 2020, however, show that the breakdown will shift slightly in favor of an aging workforce:

• 16 to 34 (Generation Z and Millennials) falls to 33 percent
• 35 to 44 (mostly Millennials and some Generation X) falls to 21 percent
• 45 to 54 (Generation X) falls to 20 percent
• 55+ (some Generation X, mostly Baby Boomers and Traditionalists) rises to 26 percent

The surge in 55+ age group is also reinforced by other labor stats that currently show how freelance workers 55 to 64 make up 14.7 percent of the gig economy, while workers 65+ account for 24.1 percent.

As a whole, these numbers reveal both interesting trends and potential weaknesses. And as the age gap shifts and grows, essential skill sets and workplace habits need to be readapted to find a better balance to integrate younger and older workers.