从传统到现代

职场的多元化是每个人面临的一个问题，比起以前在国内工作的时候，你所接触的人都有很大的差异。学会和不同种族不同年龄不同背景的人相处，是一门学问，也是我们的一个很好的修炼。下面的文章讲的是年龄差异，个人认为讲得一般般，只是闲来无事，就拉过来翻译了一下。突然感到做个领导其实是挺不容易的，记得我们头儿就说过，你们只要来上班就好了，他还要去琢磨属下在想什么，为什么不高兴了，怎样激励他们。

译自CGA杂志 Traditionalists to Millennials 作者Merge Gupta-Sunderji

There has never been such a diversity of generations in the workplace as there is today. In fact, it is not unusual to find people from each of the four generational demographics - Traditionalists, Boomers, Generation Xers, and Millennials - in a single department. Traditionalists are those born before 1946, Boomers were born between 1946 and the mid-60s, Generation Xers between the mid-60s and 1979, and Millennials from 1980 to 1994. Each generation brings its own values, expectations, habits, and work styles into the workplace. Leaders who can understand and appreciate each of the four generations will create innovation, better quality, and greater productivity in their organizations.

今天,不同时代人共事的职场多元化好像是从未有过的。事实上，在一个部门发现四代共事的现象并不少见，这四代人是传统主义者，婴儿潮一代，X世代，和千禧世代(或Y世代)。传统主义者在1946年之前出生，婴儿潮一代出生在1946年和60年代中期，X世代于60年代中期到1979年，千禧世代是1980至94年。每一代人把自己的价值观，期望，习惯和工作作风带到了职场。管理者如果能够理解和欣赏这四代人，就可以为一个机构带来创新，更佳的质量，和更高的生产力。

Like it or not, the multi-generational workplace is here. Don't fall into the trap of assuming that young people today will just have to conform to the "way we do things around here." They don't, and they won't. Your competitors,
 who have already accepted this reality, will court and woo your best people if you're not paying attention. If you don't develop strategies to actively work with the different ages and styles on your team, you will be faced
with unhealthy conflict, inefficiency, and eventually, negativity.

不管你喜欢与否，现在的职场就是多代共事的。不要陷入这样的假设圈套里，就是现在的年轻人只能遵循“我们做事的方式。”他们既不会也不愿意这样。如果你对此不加注意的话，你的竞争对手已经接受了这个现实，将吸引和挖掘你最优秀的员工。如果在你的团队里,你没有一个与不同年龄层和不同风格的人一起积极共事的策略的话，你将面临不健康的冲突，效率低下，并最终带来消极影响。

Second, there is conflict between the generations. Denying it will not make it go away. On the plus side, the conflict is often predictable. Traditionalists find Boomers too self-centered, Xers disrespectful, and often patronize Millennials because they remind them of their grandchildren. Boomers accuse the Traditionalists of inflexibility and being overly-cautious, brand all Xers as slackers, and get irritated with Millennials who seem to require far too much attention.

其次，是几代人之间的冲突。否认它不会消除它。从积极的一面看，冲突往往是可以预测的。传统主义者觉得婴儿潮一代太以自我为中心，X一代不够尊重，经常光顾千禧代，因为他们像是自己的孙子辈。婴儿潮一代指责传统的一代缺乏灵活性，太过谨慎，而X一代都是懒虫，并对新千年一代很恼火，因为他们需要太多照顾。

Skeptical and pragmatic Xers get frustrated with Traditionalists. They hate being micro-managed by the Boomers, and resent the know-it-all Millennials taking over the workforce. The Millennials find Traditionalists too slow,
Boomers too uptight, and Xers too negative. The stereotypes are all present, and these impressions stem from diverse life experiences. But this conflict can be healthy if you know how to work through the differences.

持怀疑态度和务实的新人类对传统一代感到沮丧，讨厌婴儿潮一代的微观掌控，对千年一代什么都知道接管了整个职场而充满了怨恨。新千年一代认为传统的一代太慢，婴儿潮一代太过神经紧张，X一代过于消极。所有这些刻板印象和概念的出现来自与不同的生活经历。但是如果你知道如何对付这些差异，这种冲突可以是健康的。

Third, each generation brings significant assets as well as liabilities to the interpersonal and productivity balance sheet. Don't be quick to judge others who don't think and act the way you do. As a leader, be an example of openness and respect, and recognize that each demographic brings strengths and weaknesses to the table.

第三，在人际关系和生产力的平衡表中，每一代人都带来了其显着的资产和负债。不要轻易评判别人不按自己的思维和行为方式做。一个领导者应该树立一个开放与尊重的典范，并认识到每一代人都可以把他们强项和弱势带给你。

It is your job to find ways to capitalize on the assets and work through the differences. This means taking the time to get to know your employees individually. Your knowledge of generational demographics will give you a huge insight into workplace dynamics, but it is not a replacement for good relationship on a one-to-one basis. Invest effort in determining what each of your employees is good at, and then find ways to show case each person's talents. Assess their flaws and failings, and give them opportunities to improve in those areas.

你所要做的就是要将这些资产资本化，并化解其差异。这意味着花时间去了解你的每一位员工。你对每一代人的了解会让你对职场动态有更卓越的见解，但它并不能代替一对一的良好关系。花些精力去确定每一个员工所擅长的，然后找到能让每个人的才华得以展现的方法。评估他们的缺点和失败，给他们机会去改善这些领域。

Finally, always remember that understanding and respect will go a long way towards creating a positive and productive workplace that makes the most of what each person excels at. Be a role model to those you lead by demonstrating your commitment to respecting others

最后，永远记住，要创造一个积极和富有成效的职场，使每个人最大限度地发挥自己的特长， 理解和尊重会具长远意义。对部下要做出个榜样，给他们一个尊重的承诺。

Do a generational diversity audit for your department or organization and determine what percentage of your work force is from each generation. If you are at a senior leadership level, review the makeup of your board of directors. Ask yourself whether you are getting perspectives from all generations.

为你的部门或机构做一个人口多样化审核，并确定其比率。如果你在高级领导职位，审查你的董事会的组成。问以下自己，你是否获取了来自各年龄阶层不同的观点。