Boomers, Millennials, Gen Z: Who is the True Champion of Work Ethic? The debate over which generation has the best work ethic has been long-running.

It has been a long-running debate concerning which generation has the best work ethic. Some arguments may get heated between Gen Z, Millennials, and Baby Boomers due to their values and work styles.

Is there a true champion of work ethic? There is no easy answer to this question. Nonetheless, we can weigh the pros and cons of each generation and examine their work ethics in more detail to reach some conclusions.

What do we mean by work ethic?

To compare work ethics among generations, it's essential to define what we mean by "work ethic." There are many factors, including

• Dedication. A willingness to work hard and put forth the effort.
• Perseverance. Being able to keep going despite difficult circumstances.
• Responsibility. A willingness to take responsibility for one's work and meet deadlines.
• Productivity. Being able to accomplish things quickly and efficiently.
• Motivation. Motivating yourself to achieve your goals.

Boomers: The generation that paved the way

The Baby Boomer generation was born between 1946 and 1964. As such, they grew up during a period of great economic prosperity. During the postwar boom, Boomers had relatively little difficulty finding good jobs due to the high demand for labor. They developed strong work ethics emphasizing hard work, dedication, and loyalty.

Many boomers worked for only one or two companies throughout their careers. Boomers criticize the "job-hopping" movement of Gen Z and Millennials today. According to CareerBuilder, boomers aged 57-75 spent eight years and three months at one job.

The skinny on boomers.

The baby boomer generation, which comprises 73 million American citizens as of July 2019, tends to be ambitious and achievement-oriented. Additionally, they are willing to work long hours and sacrifice for success. Among global executives, 55% believe baby boomers are willing to work longer hours, and 31% feel they need less feedback than millennials or Gen Xers.

There is a perception that baby boomers are workaholics. It is not uncommon for them to put in extra effort and often take pride in their accomplishments.

The work ethic of baby boomers has been praised and criticized at the same time. Some value their workaholic tendencies, while others see them as excessive. Despite this, there is no doubt that there have been significant changes to the workplace due to the baby boomers.

Overall, the culture of hard work and dedication they fostered still exists today.

Related: When It Comes to Work-Life Balance, Do Boomers Have It Better?

Millennials: The generation that got the short end of the stick

In an economy reeling from financial turmoil, the millennial generation came of age between 1981 and 1996. Millennials were hard hit by the Great Recession, and many worked low-paying jobs without benefits. This has led them to develop a cynical view of the workplace. They also have a lower belief in hard work's long-term benefits.

Millennials, who happen to be the largest generation in U.S. history, are also saddled with mountains of student debt. This has made saving for a down payment on a house or starting a family challenging. Also, financial insecurity has exacerbated their anxiety and sense of uncertainty.

Work ethic has been a point of contention in the millennial generation, with some believing they are entitled and lazy. However, others see them as having strong work ethics but different values.

Millennials are keeping it 100.

Millennials have very different expectations from previous generations when it comes to work. They value work-life balance and flexibility rather than long hours and traditional career paths. Also, millennials' motivation is more likely to be purpose-driven than monetary.

Also, they are more likely to seek new opportunities aligning with their values, frequently changing jobs. A Gallup report found that 21% of millennials reported changing jobs within the past year, more than three times the rate of other generations. Gallup estimates that this millennial turnover costs $30.5 billion annually.

Millennials do not, however, lack in work ethic. Studies have shown that millennials are just as hard-working as previous generations. Additionally, they are more likely to use technology to their advantage and be entrepreneurial.

Related: The Millennial Takeover: How the Generation is Shaking up the Workplace

Gen Z: The digital generation

The Gen Z generation, aka Zoomers, was born between 1997 and 2012. As the first generation to grow up with the internet and social media, they are the most tech-savvy. Therefore, they view work differently than boomers and millennials.

A higher percentage of Gen Z workers are entrepreneurs and more likely to work in the gig economy. According to WP Engine and the Center for Generational Kinetics, almost two-thirds of Gen Z have started, or intend to start, their own business. Additionally, they are more likely to care about social justice and the environment.

Gen Z is stereotyped as lazy, entitled, and lacking discipline, like millennials. However, these stereotypes are inaccurate. In general, Zoomers are hard-working, motivated, and eager to learn.

Gen Z, Iykyk.

Nearly one-third (32%) of Gen Zers believe they're the most hard-working generation. They do admit, though, that work-life balance influences their hard-working nature: One in four (26%) would work harder and stay longer at a flexible company. Plus, a third of Gen Z wouldn't tolerate:

• Forced to work when it's not their choice.
• The inability to use vacation days as they wish.
• An employer who didn't give them any control over their schedules.

Gen Z is fascinating because, despite being the "digital generation," they still prefer face-to-face interactions at work.

• Approximately 75% prefer to receive feedback from their managers in person.
• It is more important for 39% of people to communicate with their team or employer in person instead of via text (16%) or email (9%).
• 43% of respondents prefer hands-on training and in-person orientation on their first day.

There is no one-size-fits-all definition of Gen Z workers, and some workers will not fit these profiles. Gen Z workers, in general, are an asset to any organization.

Related: 5 Simple Tips for Incorporating Gen Z Into Your Workplace

Additional factors that affect work ethic

Generational differences aren't the only factor that affects work ethic. A few of these are:

• Personal values
• Family background
• Work environment
• Personal goals

The goal should be to create a more inclusive workplace where everyone feels valued, regardless of age.

We need to foster a culture where everyone feels comfortable and appreciated for who they are. Additionally, we must be adaptable and flexible to meet the needs of a changing workforce.

Conclusion

Despite uncertainties about the future of work, one thing is sure: we need to work together to improve the workplace.

There's more to Boomers, Millennials, and Zoomers than just the differences in work ethic.

• Different experiences. Technological, economic, and social changes have influenced a generation's values. Boomers grew up in a prosperous and stable economy, whereas Millennials and Zoomers faced a more volatile economy. Because of this, people expect different things from work, such as job security and financial stability.
• Views on authority differ. Millennials and Zoomers grew up in an egalitarian society, while Boomers were raised with respect for authority figures. Because of this, Millennials and Zoomers expect different things from leadership and decision-making, like collaborative and democratic approaches.
• Each career goal is different. During the boom years, it was common for employees to stay with the same company for the duration of their careers. On the other hand, people in the millennial and Zoomer generations are more likely to change jobs frequently.

Obviously, there are many exceptions to these generalizations. Employers can, however, make all generations more productive and inclusive by understanding these differences. And, more importantly, use this information to build multigenerational teams.