A while back, I attended a video webinar sponsored by the Washington State Bar Association on bridging generational differences in the workplace. The theory was that boomers, Gen Xers, Millennials, and Gen Z approach work differently, have different expectations about the work environment, and take a different approach to leadership.
While working on the next Spice Shop mystery, I pulled up the handout — and because I’m a Boomer, albeit a late one, I printed it out. :) Pepper’s employees range from 22 to past 60; she’s 43. Her friends in the Market are equally spread across the age categories. A major new character was 24. I wanted to understand the differences. Obviously, comfort with technology is one — Sandra and Vinny aren’t going to be 24/7 with their cell phones the way Reed and Jamie are. What else? Generally speaking, Boomers want to be recognized for their experience, want to be motivated to make a difference, and want to be part of a team — perfect for retail. Gen Xers prefer a casual atmosphere and a hands-off manager — works for me, as it gives Pepper lots of freedom to leave her shop on investigations! Milennials want a fun workplace, a positive contribution to the world, and both a challenge and flexibility. All those are easy traits to work with in creating, or discovering, our characters.
Then I read an opinion piece in the Washington Post by a sociologist challenging the use of these terms. Generational labels have “no basis in social reality,” Philip Cohen writes, and should be retired; they lead to stereotypes and caricatures. Donald Trump (born 1946) and Michelle Obama (born 1964) are both Boomers — and two more different people you could not find. That they were both born in a post-WW II population boom is pretty much coincidental. Sociologists and demographers recently sent a plea to the Pew Research Center, responsible for much of the generational labeling and research, to use alternative categories, and Cohen says the response has been encouraging. Cohen stresses that there are other ways to describe groups of people that are more useful, such as decades, or issues, like “2020 school kids.” There are so many more influences than simple generations, such as race, gender, home access to technology, and immigrant status. I’d add a urban/suburban/rural background, parental education, growing up in a religious or nonreligious family, and more.
We’re writing characters who can be characterized in specific ways, but must always remain individuals. Stereotypes are bad for fiction! In the WIP, for example, a brother and sister were raised apart — and oh, the differences! Calling one a Millennial and the other Gen X may be a good way to start, but that’s all it is.
BOTTOM LINE: Use categories like generational labels to start your character analysis, but go beyond them. Make your characters individuals, who may share common experiences with others their age, but are always influenced by so much more than when they were born.
Great post here! And, something to “chew on” for future reading…how do age differences etc. account for the interactions of characters? Just reading about the WIP Spice Shop book makes me happy…can’t wait to read it! I have missed Pepper and the gang at the Spice Shop and the Pike Place Market. Cheers for the coming book!!!! And, Happy Writing!
Excellent point, Judy. Thanks for chiming in — and for your enthusiasm for the Spice Shop crew!
Great points. When I was a newly commissioned second lieutenant, had to attend the Branch Officer’s Basic Course. While there, we watch a video (yes, even in 1975) by a College Professor, Morris Massey, who was literally bouncing all around the screen. Excitable would be too mellow. But, his presentation was on You Are What You Were When. Have used it for some character backgrounds.
And the good professor proved that no matter what generation, you CAN drink too much coffee! Jokes aside, it sounds interesting, and very useful!