Mr. Brust, there are currently more different generations working under one roof at Opel than ever before. What effects does this generational diversity have on day-to-day work?Carsten Brust: Basically, it enriches the work – the more mixed-age the teams are, the better. As soon as different generations come together and different perspectives, experiences and knowledge flow into a project, the results are significantly better than if the teams are homogeneous. But this only works smoothly if the different generations treat each other with mutual respect and appreciation.
Where does the difference between the generations come from? Every generation has had similar formative experiences, common values and typical behavior have developed. An example: My father and my father-in-law are both the same age and have completely different interests. One goes to the AC/DC concert, the other reads philosophical treatises. But they have similar values and behavior patterns. Structure and punctuality, for example, are sacred to both. At 12 o’clock lunch is eaten. Be it in hierarchical thinking, feedback culture or work-life balance – each generation has developed different needs collectively.
boomers
The baby boomers were born between 1946 and 1964.
First of all, would you please briefly outline or characterize the four generations? The baby boomer generation, i.e. those born between 1946 and 1964, attach great importance to their work. It is said that the will to perform and the willingness to perform are particularly great. The origin of the term “workaholic” does not come from this generation by accident. The following Generation X, born after 1965, was still characterized by sentences such as “apprenticeship years are not master years”. Even if the X-ers can be quite ambitious, with them the term work-life balance finds its way into working life for the first time.
Generation Y, those born between 1979 and 1999, marked the big change.Yes, the millennials, as they are also known, have triggered a rethink by demanding flexible working hours and the option of working from home. Mentoring is also important to them, and they take every opportunity to learn. In return, they are happy to accept a work-life meltdown, and in favor of flexibility, they are willing to take the work home with them. Interestingly, this is changing with the arrival of Generation Z. These are the people who were born after 2000 and are now entering the workforce. For them, the boundary between work and private life is becoming more distinct again.
What are classic conflicts in mixed-age teams – and how can they be resolved? The greater the age difference, the more different the imprints. Experienced colleagues, such as the baby boomers, are sometimes irritated by the fact that the youngest colleagues are very demanding as soon as they start their careers. Here it is important to develop a basic understanding of one another. As the name suggests, the baby boomer generation was large in number. Compared to today, around 5 to 6 million more people poured into the labor market. Of course, you had to prove yourself and assert yourself, with diligence and ambition. It’s different today. The companies advertise for the next generation. Gen Z is hot—and they know it. From their point of view, it is therefore quite logical to make demands on the employer.
So being aware of such differences helps clear up misunderstandings?Yes. At Opel, we trained managers on the topic of “Understanding generational differences” 15 years ago. And the topic has become increasingly important. An exchange between the generations is also essential in order to preserve know-how in the company. The baby boomer generation has built up a wealth of knowledge – and is now retiring. It is important that experienced colleagues pass on their know-how so that knowledge is not lost. Interestingly, the Corona pandemic has helped bring the generations closer together.
X
Generation X includes those born between 1965 and 1978.
Y
Generation Y is also called Millennials. This includes those born between 1979 and 1999.
Z
Generation Z includes everyone born between 2000 and 2012.
To what extent? The experienced colleagues have learned to appreciate the advantages of more flexibility through mobile working and home office and have found that the work is still going well. That was definitely a revelation for one or the other manager. I also include ourselves, vocational training. Within a very short time, we switched from face-to-face training to hybrid models and have accompanied 200 trainees to their degrees. We could not have imagined that this would be possible in part from the home office.
So the corona pandemic hasn’t had a major impact on the training situation in the company? Oh, yes. The effects will keep us busy for a long time. For example, like all other employers, we are noticing that young people want to make up for lost time: Instead of starting an apprenticeship or dual study program immediately after leaving school, they travel, take advantage of work and travel offers or something similar. As a result, fewer applications were received than usual this year. In the training year 2023, on the other hand, a particularly large number of young people will probably stream onto the labor market. But we already have experience with such fluctuations, for example when two years graduated from school at the same time when schooling was changed from 13 to 12 years.
No matter which generation – what can each individual do to ensure good coexistence? No generation is better or worse than the other. The most important thing is an attitude of mutual respect and fairness. During our vocational training, we coined the sentence: “My perception is only my reality.” When all employees meet and exchange ideas with openness and curiosity, other realities open up. And that enriches our work and results in the best possible results.
June 2022
Interview: Tina Henze, Photos: Opel