Continuing with our Generational Series, the first of the four generations we are going to look at in depth are the Traditionalists (born before 1946). Also known as the Veterans, Matures, the Silent Generation and the Greatest Generation, Traditionalists strongly believe in building a lifetime career with a single employer. Company loyalty is a priority for Traditionalists, and, in return, they expect their employer to take care of them.
Behaviors in the Workplace
Typically, Traditionalists exhibit a healthy respect for authority. They tend to follow the rules and feel that hard work is the best policy. Putting in years of work is considered an obligation, but one that gains valuable experience that commands respect. This can cause friction between younger, less experienced members of the team.
Common Characteristics
With years of experience under their belt, Traditionalists, when in a position of power, will often favor a commanding and direct leadership style. They also respond well to this same style of management. This can sometimes be misconstrued as overbearing when in the leadership position. Or, if their manager is not direct enough, it can result in a perception of the employee not “getting it”. A common characteristic is their lower level of familiarity with digital technology. Many are resistant to viewing newer forms of communication as viable business practices.
How to Communicate
Most Traditionalists prefer one-on-one communication. This goes back to their direct style of communicating. Traditionalists are willing to set aside their individual goals for the good of the group, making them natural team players. Their conservatism can often be seen as pessimism, but it is in their nature to think in the long term rather than short term.
The bottom line: Traditionalists are great team players, but they should be managed with clear direction and speak to the company’s long-term, common goals to motivate this type of employee.
Do you need help navigating communication styles in the workplace? We can help.
By Blair Koch
