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Carl Mcelheney (General Manager) Did not want to be recorded 

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Carl Mcelheney (General Manager) Did not want to be recorded 

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Carl is 45 years old born in 1978

He has been at Cinema Cafe for 27 years and has worked every position (started as a food runner at 16 years old)

Q:Considering the wide age range here at Cinema Cafe, how do you perceive the impact of generational diversity on team dynamics and overall work strategies?

A: I don't think it reflects too much on the work environment here as much considering that certain positions like food running tend to be people who are younger and vice versa. But those positions where it is like a little mix some on the older and some on the younger I tend to hear about certain problems-- which are usually small things.

Q: Can you share an instance where you successfully managed a situation where an age gap caused a conflict?

A: I have been here for many conflicts-- I can't think of one right now. But I think I'd work through it the same as I usually would if there wasn't an age gap. I think you have to move one party up or down to make them see eye to eye despite age. Because you know it is more of an authority thing. Older people are less likely to take orders from someone younger Even thouhgh the younger person has more experience and sometimes younger people like teenagers are defiant. It is all about respecting boundaries.

Q: How would you describe the unique strengths or perspectives each generation contributes to the team?

A: I think everyone has something to offer. work skills or really any different skills. Older people tend to have more wisdom more knowledge about some things because "the older the wiser" but I think younger people also have knowledge about things especially technology.

Q: How do you ensure that your leadership style is fitting to accommodate the preferences of the different generations?

A: I don't know. I'd like to think that I am a very adaptable person who is open to change. Being adaptable is very important. "You have to be adaptable to be a manager" want everyone to work together.

(He asks me if I have ever played uno --- and also what the best card in uno is).

I answered a draw 4 wild card.

Carl: Imagine trying to play a game of uno with a big stack of only +4 cards. That would be pretty difficult huh.

In the work environment there are going to be +4 wild cards-- they are strong and great employees- but they could get easily frustrated with someone who might be a 2 or a 4. "they could be a superstar but get easily frustrated" they don't realize that not everyone will be a +4 wild card right off the bat but instead they need to build with the guidance of the superstars.

I think the main thing that causes major conflicts in the work environment especially is people looking down on other people.

the little ones have creativity and energy while the older generations bring strategy and wisdom and because of that it is important for them to be able to set aside their differences and work together.

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Ayden Hurst (food runner, server, cook, food expo, and drink expo)

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Ayden Hurst (food runner, server, cook, food expo, and drink expo)

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Ayden is 18 years old and attends Hickory High School

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Bridging Generational Divides in Your Workplace

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https://www.flexjobs.com/blog/post/generational-snapshot-of-the-workplace-and-job-market/

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In today's dynamic and interconnected professional landscape, the modern workplace is undergoing a profound transformation, shaped in no small part by the diverse mix of generations in the workforce. With each generation bringing a unique perspective as well as different values and work habits to the workplace, it's imperative to explore and embrace these distinctions. By acknowledging the strengths and challenges of each generation, we can work toward succeeding together.

To better understand the different attitudes and experiences of the generations in the workforce, FlexJobs surveyed more than 7,000 Gen Z, millennial, and Gen X professionals. The survey ran from August 2, 2023, to August 17, 2023. Read the results in FlexJobs' Generations at Work Report below.

Generational Job Market Outlook

Across the generations, the outlook on the job market and career prospects varies greatly. Gen Z is more optimistic about the job market, the ability to find remote work, and their overall career prospects. Millennials and Gen Xers, on the other hand, are less optimistic about all three. However, of all the generations, Gen Z is the least likely to make a career move in the next year.

1. Career Optimism

Feeling good about your career outlook can have an incredible impact on your perseverance, engagement, and productivity in the workplace. The survey asked respondents whether they feel more optimistic about their career prospects today than they did during the same time last year, and the results were quite divided.

Gen Z feels the most optimistic, with 73% stating they have a more positive outlook this year than last. However, millennials (43%) and Gen Xers (31%) aren't feeling as optimistic about the future.

2. Job Market Trends

Over the past year, the job market has started to cool a bit, and professionals are starting to feel the pinch.

When asked if they feel better today about the job market than they did last year, 66% of Gen Z thinks the job market is better. However, only 34% of millennials and 28% of Gen Xers share this positive sentiment.

Then, when exploring if respondents feel worse about the job market today compared to last year, over half of millennials (53%) and Gen X (55%) said the job market is worse. Yet, less than one-third (29%) of Gen Z workers think the job market is worse today compared to this time last year.

3. Remote Job Accessibility

Remote work peaked in 2020, with its popularity remaining a leading benefit professionals look for. When asking survey participants if they thought it was harder or easier to get a remote job now vs the same time last year, Gen Z maintained their positive attitude, with 54% stating it is easier. Yet, millennials and Gen Xers thought it was harder, with only 24% of millennials and 16% of Gen Xers saying finding remote work is easier now than a year ago.

4. Desire to Change Jobs

Digging deeper into job market outlooks, the survey asked professionals if they were planning to change jobs within the next 12 months. While Gen Z has touted the positive job market, only 32% plan to change jobs within the year. Yet, while millennials and Gen Xers have a more negative outlook on the job market, both generations plan to change jobs, with 61% of millennials and 57% of Gen Xers stating they'll do so in the next 12 months.

In regards to the most important factors in a job, the three generations agreed that salary, remote work, work-life boundaries, and having a flexible schedule are the top four, but the order of the rankings varied. Gen Z said that having a flexible schedule (42%) was the most important factor to them in a job, edging out salary (41%).

Generational Ideal Work Environment

There's a stark difference between how the different generations are working. Currently, only 11% of Gen Z are working remotely full-time, compared to 27% of millennials and 42% of Gen X. Yet, despite their current work arrangements, 40% of Gen Z, 56% of millennials, and 75% of Gen X said remote work was important to them.

The survey also shows that all generations' productivity levels benefit greatly from working remotely. While Gen Z doesn't place as much emphasis on remote work as other generations (and prefers hybrid work), 80% of Gen Z said they are more productive working remotely compared to working in the office. This is similar to millennials (76%) and Gen X (80%).

For a more in-depth breakdown of how each generation prefers to work (remotely, hybrid, or in the office), check out the findings below.

Ideal for Gen Z: Hybrid Work

Hybrid, mostly in-office, with occasional remote work time: 43%

Remote only, completely working from home: 22%

Hybrid, mostly remote, with occasional in-office work: 16%

Hybrid, remote with two to three days in the office: 14%

In the office full-time, not working remotely at all: 5%

Ideal for Millennials: Remote or Hybrid

Remote only, completely working from home: 45%

Hybrid, mostly remote, with occasional in-office work: 24%

Hybrid, remote with two to three days in the office: 17%

Hybrid, mostly in-office, with occasional remote work time: 11%

In the office full-time, not working remotely at all: 3%

Ideal for Gen X: Remote Only

Remote only, completely working from home: 62%

Hybrid, mostly remote, with occasional in-office work: 20%

Hybrid, remote with two to three days in the office: 12%

Hybrid, mostly in-office, with occasional remote work time: 4%

In the office full-time, not working remotely at all: 2%

Generational Workplace Stressors

Workplace stressors are fairly common for most professionals. While stress may be universal, how it impacts each generation varies. However, there were common themes among all generations. Gen Z, millennials, and Gen Xers together rated the top three stressors as excessive workloads (85%), unrealistic expectations from boss (79%), and ambiguity around job roles and expectations (77%).

For a more in-depth breakdown of the most common workplace stressors by generation, check out the findings below.

Gen Z Workplace Stressors

Unrealistic expectations from boss: 26%

Lack of knowledge to complete tasks: 23%

Excessive workload: 23%

Ambiguity around job role and expectations: 22%

Lack of direction to complete tasks: 21%

Job security: 20%

Millennial Workplace Stressors

Excessive workload: 31%

Unrealistic expectations from boss: 31%

Ambiguity around job role and expectations: 27%

Lack of direction to complete tasks: 26%

Lack of knowledge to complete tasks: 25%

Work-life boundaries: 21%

Gen X Workplace Stressors

Excessive workload: 31%

Ambiguity around job role and expectations: 28%

Work-life boundaries: 25%

Job security: 22%

Unrealistic expectations from boss: 22%

Lack of time: 21%

Generational Work-Life Balance

Neglecting a healthy work-life balance can lead to a host of issues both personally and professionally. Across the board, more than half of each generation is feeling the pull of work during their personal time. When it comes to their personal identity, 88% of Gen Z said they think too much of their personal identity is tied to their job, while 68% of millennials and 52% of Gen X said the same.

Some of this could be due to habits each generation has created, particularly around setting and holding work-life boundaries. For instance, 90% of Gen Z, 74% of millennials, and 65% of Gen Xers said they typically check email, Slack, or other work communications after they have signed off for the day. Then, when asked about checking work communications during the weekend, 88% of Gen Z, 68% of millennials, and 58% of Gen X check in.

Finding Work That Works for You

Regardless of your generation, finding a job that works for you and with your lifestyle is key to having a fulfilling career. At FlexJobs, we're dedicated to connecting job seekers with the latest remote and hybrid jobs on the market.

If you're not a FlexJobs member, take the tour to see how we can help accelerate your search. From skills tests to webinars to full access to our jobs database, finding your next job has never been easier.

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FlexJobs Report: Gen X, Millennials and Gen Z in the Workplace

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What do Millennials value in a workplace? What are Gen X's biggest stressors? Stay up-to-date on workplace trends for Gen X, Gen Y and Gen Z.

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https://imagine.jhu.edu/blog/2023/04/18/gen-z-in-the-workplace-how-should-companies-adapt/

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Gen Z In The Workplace: How Should Companies Adapt?

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Every few years, a new generation joins the workforce, bringing with it its own set of qualities, traits, and values. For example, when searching for employment, Baby Boomers sought job security, G…

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response to the question: How do you perceive the approach to work-life balance among different generations in your workplace? What is your current work-life balence?

A: I find it very hard as a high school student to balance both my work and other responsibilities. As a student, you have very limited days to work, as most days you are at school or doing school-related activities. In older generations, I think the balance is much better between work and life, as they do can do things around their work schedule as opposed to having to work around school and other related events.

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Now that I have been at Cinema Cafe for close to a year now (11 months and 8 days ) I am getting used to and comfortable with the people I work with. When I was moved to Drink Expo it is definitely a position that took some getting used to.

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His response to the question How do you perceive the approach to work-life balance among different generations in your workplace? What is your current work-life balence?

A: In my workplace, I've noticed that younger generations tend to prioritize work-life balance more than older generations. They often seek flexible work arrangements and value time spent outside of work for personal pursuits and wellness activities. Older generations may have a stronger dedication to traditional work hours and may find it harder to disconnect from work. As for my own work-life balance. I feel that my work life balance falls right in that category I focus more on the social life when I really should focus more on work and making money.

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https://www.forbes.com/sites/forbescoachescouncil/2023/10/17/how-to-bridge-generational-differences-in-the-workplace-a-diversity-equity-and-inclusion-approach/?sh=30e469981ca9

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Sahar Andrade is an award-winning coach, author, speaker and strategist, specializing in D.E.I. and leadership. Sahar Consulting LLC.
I have seen a few managers and HR professionals make the mistake of thinking that Gen-Z is Millennials on steroids. There are some key differences that set them apart. (Disclaimer: Individual differences exist within any group.)

Generational differences in the workplace have been a topic of discussion for years, with Gen-Y (Millennials) and Gen-Z taking center stage in recent conversations. These two generations, roughly born between 1981 and 1996 (Gen-Y) and between 1996 and 2010 (Gen-Z), bring unique perspectives, values and expectations to the table.

As managers and HR professionals, it is crucial to address these differences and foster an environment where both generations can thrive.

Here's how you can do it, emphasizing diversity, equity and inclusion (DEI):

1. Recognize the unique characteristics of Gen-Y and Gen-Z.

While it is essential to avoid stereotypes, understanding the distinct qualities of Gen-Y and Gen-Z is the foundation for effective management.

Engage in open conversations with your employees to learn about their values and aspirations. Encourage them to share their expectations regarding what makes a healthy and inclusive work environment.

Speaking broadly, Gen-Y tends to value work-life balance, purpose and social responsibility. They often seek collaboration, inclusivity and meaningful work.

Gen-Z tends to be pragmatic, tech-savvy and deeply committed to social justice and diversity. Many thrive on feedback, value stability and have a strong desire to make a positive impact.

Action Step: Acknowledge these differences and remember that individual variations exist within each generation.

Consider conducting regular surveys or focus group discussions where employees can anonymously provide feedback about their experiences and needs. This data-driven approach can help you tailor your strategies more effectively.

2. Embrace technology to facilitate communication.

Both Gen-Y and Gen-Z have grown up in a digital world, but their preferences for communication can differ. Gen-Y tends to favor instant messaging and texting, emphasizing efficiency.

In contrast, Gen-Zers often value video and visual communication platforms like Zoom or Teams, appreciating authenticity and personalization.

Action Step: Create a tech-friendly environment that offers various communication channels to accommodate both generations. Encourage cross-generational mentoring and training sessions on various communication tools to help employees become more proficient with the technologies they are less familiar with.

3. Foster a diverse and inclusive workplace culture.

Diversity and inclusion are core values for Gen-Z. Many view these principles as essential components of their identity and actively seek environments that reflect them. Many focus on social justice and activism. They often fight for equity and equality; they tend to notice diversity only when lacking. DEI is part of their DNA. And most have a keen eye for authenticity, not just empty words, in DEI efforts.

Gen-Y, too, values inclusion and social responsibility. Most in this generation support equality and do not support prejudice or bias. They often care about charitable giving and volunteerism.

Action Step: Develop initiatives that promote diversity, equity and inclusion in your workplace. Encourage open conversations about diversity, and offer platforms for employees to share their experiences and perspectives. This should be a continuous effort, not a flavor of the month. Beyond hiring practices, focus on fostering a culture where all employees feel valued, heard and included.

Promote diversity and inclusion through visible leadership. Encourage leaders to publicly support DEI initiatives and share their personal commitments to creating an inclusive environment. This can set a powerful example.

4. Adapt your management style.

Understanding the different work preferences of Gen-Y and Gen-Z is crucial. Gen-Y may thrive in collaborative, open spaces, and Gen-Z may be more independent and entrepreneurial. Gen-Y tends to seek work-life balance first, while Gen-Z is often motivated by opportunities for advancement and job security.

Action Step: Tailor your management approach to accommodate these preferences. Offer flexibility and autonomy while providing clear objectives and continuous feedback. Implement a flexible workspace design that allows employees to choose the environment that suits their working style best. For example, create quiet spaces for focused work and collaborative zones for group projects.

5. Support lifelong learning.

Gen-Y often values higher education as a means of differentiation, while Gen-Z tends to be more focused on practical, on-demand learning. Gen-Zers are generally adept at self-guided learning and often seek mentorship for career advancement.

Action Step: Encourage continuous learning and offer mentorship programs that cater to both generations. Provide resources for ongoing skill development and career growth. Offer a range of learning opportunities, from traditional courses to online micro-learning modules.

6. Promote social entrepreneurship and impact.

Gen-Y is often drawn to purpose-driven work, while Gen-Z often seeks to make a significant impact in the world. Both generations appreciate recognition and a sense of community.

Action Step: Encourage employees to get involved in meaningful projects that align with the company's values. Create opportunities for employees to engage in socially responsible initiatives within and outside the workplace. Acknowledge and celebrate their contributions to meaningful causes, fostering a culture of purpose and impact.

7. Implement gamification and instant feedback.

Gen-Z, in particular, often thrives on gamified experiences that offer instant feedback. These approaches can help build a sense of community and motivate both generations.

Action Step: Incorporate gamification elements into employee training and skills development programs to recognize achievements. For example, you can introduce a point-based system for completing training modules or achieving specific goals, allowing employees to compete in a friendly, rewarding manner.

Another good approach is to provide regular feedback and recognition to keep employees engaged and motivated.

Final Thoughts

In conclusion, understanding and embracing the differences between Gen-Y and Gen-Z is essential for building a harmonious and inclusive workplace.

Effectively bridging the generational differences between Gen-Y and Gen-Z in the workplace requires proactive efforts, open communication and a commitment to diversity, equity and inclusion.

By taking a DEI approach and embracing these action steps and insights, managers and HR professionals can create a harmonious work environment where all employees, regardless of their generation, feel valued, motivated and empowered to contribute their best to the organization's success.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

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Council Post: How To Bridge Generational Differences In The Workplace: A Diversity, Equity And Inclusion Approach

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As managers and HR professionals, it is crucial to address these differences and foster an environment where both generations can thrive.

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As a new hire I was definitely intimidated by the fact I had to work with people who are older than me. Older people tend to be really bossy especially towards someone who is new and younger than them. Servers especially liked to take advantage of the food runners and did not like to help out when it got especially busy.

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Viewing the work environment quick notes 

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Viewing the work environment quick notes 

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older people tend to boss younger people around

people who have been working at Cinema Cafe a long time feel as they have more authority than they actually do.

a lot of younger people are scared to ask older people (managers, bartenders, crew leaders, and some cooks ) for things

There are many "clicks" or groups and they are mostly catorgorized by position and age

older people tend to work more diligently and efficiently whereas people on the younger side tend to slack of a little more and spend a lot of time talking (mostly servers)

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Have you experienced any instances of generational conflicts or misunderstandings in your workplace? If yes, please describe briefly.

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Have you experienced any instances of generational conflicts or misunderstandings in your workplace? If yes, please describe briefly.

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Not really but like just a slow worker or like when the person I’m working with doesn’t really help and they make the other person do everything

Yes, older people don’t understand boundaries that younger people require at times

The younger workers tend to slack off and ignore work that can be done.

Managers at my workplace have made scheduling very difficult, as they wanted me to work days which were not feasible due to me being a high school student. This often would anger the managers, who would hold a passive aggressive tone towards me and create a very uncomfortable situation when I was working.

I have yes from personal experience someone older than me on my first day got pissed at me for the reason that I did not have a clue about what I was doing and blamed the problem on me when it was actually someone older than me that made the mistake.

older men hitting on me at work

Honestly? Terry keeps referencing older movie stars and I don’t know who they are

Different work ethics between older and younger employees cause conflicts with what works and doesn’t work for something.

Older people think they know more than younger people at times.

Older worker is very set in her ways and does not take kindly to more efficient suggestions and reacts in a very unprofessional manner

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Food runners: Being a food runners is not easy, desipite what others think. People who are food runners tend to be the youngest people who work at Cinema Cafe with some exceptions. Food running is the position that most people start off as because most of the other positions like being a server, food expo, drink expo, require that you know how to send the food out to the customers which builds the foundation needed for other positions. Food runners tend to be the youngest, not because it is the easiest, but it is the most demanding on the body. Food running consists of taking large trays of food and drinks to the customers that are not light and can easily be dropped. On top of that, the theaters are fairly far apart, we have to walk up and down stairs, work in the dark. work in the heat of the kitchen, all for an average of an 8 hour shift. Not to mention having to clean theaters between the quick turns of the night. You could see how this position is not fit for someone who is older. Although the job is straight forward it is really demanding physically.

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Servers cannot be younger than 18 years old because they are not able to serve alcohol

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https://hbr.org/2020/11/am-i-old-enough-to-be-taken-seriously

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Young adults are more likely to report experiencing ageism at work than their middle-aged and older counterparts. So what if you are facing this situation? Start or join a working group for young professionals. It’s important to create a safe space to talk to people you trust. Talk to your manager.…