The current population survey for 2008, from the U.S. Department of Labor Bureau of Labor Statistics, shows that 31 percent of total workers are ages 20 to 34. Forty-six percent are ages 35 to 54 and 18 percent are 55 or older.

 

Maybe you’re in that youngest age range. If not, put yourself there for a moment:

 

It’s your first day on the job. You spend the morning in training and, before you know it, it’s time for lunch. Luckily, a new fellow accountant who appears just a little older than you is looking for someone to eat with too. You chat as you munch your bologna sandwich and find out that your children attend the same day care and you both like camping. You’ve made a friend.

 

But at the end of the week, your training is over and you’re cut loose from the security of the training room into the wide world of the new office. Lunch there is much different. Several of the employees in the lunch room are older. They tell stories about the “good old days” and have heated discussions about the company’s retirement plan. You decide to swing by a fast food joint and avoid the banter.

 

Fast forward five years. You long ago lost the need to escape to the comfort of the local burger joint each day. The office lunch room is still scattered with stories of Bob, who used to be controller, or Susie, who used to work in payroll, but now the stories make you laugh, even if you’ve heard them more than once.

 

You’ve learned to enjoy the young and the old. You’ve come to appreciate the differences. In fact, the differences don’t seem to stand out as much as they used to, but here are some common ones that HR folks like to discuss.

 

Technology has so greatly increased efficiency and productivity in today’s workplace, computer know-how has become essential. Particularly in the field of accounting, workers must have a high degree of computer literacy.

 

Hand-written ledgers, checks and tax returns are a thing of the past. They’ve been replaced by everything from small business bookkeeping software such as QuickBooks to suites of customized corporate budgeting, planning and forecasting software so intricate they’ll make your head spin.

 

For younger workers that grew up during the technology revolution, Microsoft macros and pivot tables might be second nature — but older workers need to stay on their toes technologically as well. Even though they may not have the same comfort level with computers that the younger generation has, they too must embrace technology.

 

Both age groups should take advantage of any training opportunities their employers might offer. Look for CPE that addresses the latest computer applications. Technology changes just as rapidly as the tax laws these days, so at minimum, a yearly update can be very beneficial.

 

According to the report on employee tenure in 2008 from the Bureau of Labor Statistics, older employees tend to have more years of tenure than younger employees. In January 2008, workers ages 55 to 64 had a median tenure of 10 years, while those ages 25 to 34 had a median tenure of 3 years. Ten percent of employees ages 30 to 34 had been with their current employers for 10 years or more, while 54 percent of employees ages 60 to 64 had been with their current employer for 10 years or more.

 

Although these statistics may shed some light on the relationship between age and turnover, they do not take into consideration a key factor: employees in the 30-to-34 age range have had less time in the workplace. Particularly in the accounting profession, employees are entering at an older age due to the pursuit of college and possibly even post-graduate degrees. Therefore, they may not be as likely to have as many years of service with a company as someone in the 60-to-64 age range who has been in the workplace much longer.

 

The Bureau of Labor Statistics has also conducted a longitudinal survey of the number of jobs held by people born in the later years of the Baby Boom, between 1957 and 1964. Those surveyed held an average of 11 jobs from ages 18 to 42, with nearly two-thirds of those between ages 18 and 27.

 

There are many reasons for employee turnover, including job satisfaction, family circumstances, pay and advancement opportunities. Going from job to job today seems more acceptable than it once was. People are more mobile. They’re willing to move across the state or across the country for the right job opportunity. Circumstances in the economy as a whole also contribute to turnover. Employees who fear their employers may be downsizing, going out of business or sending jobs overseas will seek out new, more stable jobs.

 

What can employers do to hang on to their employees? According to Chuck Snedeker, human resources generalist at Alliant Techsystems Inc., employer loyalty is key.

 

“Loyalty is a two-way street,” Snedeker says. “Employers need to make good on their promises to gain employee trust, and when economic times get tough, employees need to see that employer loyalty is there. They need to know the organization is doing everything it can to keep its people.”

 

Turnover and advancement are closely related. Moving up within the same organization may not be as promising as it once was. In many situations, it’s easier for an employer to buy the experience they’re looking for from the outside job market rather than promoting from within. That being the case, employees may find that they can go out and get a new job at a higher salary — one that it would take them several years to obtain from their current employer.

 

Both younger and older workers may view themselves at a disadvantage when it comes to career advancement. Younger workers may be concerned that they will be viewed as too inexperienced, while older workers may be worried they will be seen as having outdated skills.

When it comes to advancement, age alone should not be a consideration. In fact, the Age Discrimination in Employment Act of 1967 (ADEA) protects applicants and employees ages 40 and older from age discrimination in areas such as hiring, firing, promotion and pay.

 

If you’re looking to advance, make sure your employer is aware of your career development aspirations. If you want to become the next CFO or partner, work with your supervisor to create a path for achieving your goals.

 

Snedeker says one of the most important things an employee can do to advance is, “get experience in other disciplines. The more well-rounded you are outside of your function, the more attractive you are to an employer.”

 

For example, if most of your experience is in taxes, you might want to consider sharpening your audit skills. If you are strong at putting together financial statements, you should get some additional experience in cost accounting.

 

Also, don’t forget the personal element; people skills are important too, according to Snedeker. “Employers are looking for workers that are technically capable and have a good personality.”

 

Workers of all ages must learn how to balance their work and family life. While younger workers may need flexibility to care for their children, older workers may be caring for aging relatives.

 

Flextime is a great way to address family needs across the generations. With flextime, employees have some ability to create their own schedule. Examples include starting the work day earlier and leaving earlier, working four 10-hour days or just working extra hours to make up for time off for school visits or doctor appointments.

 

Part-time work is another way employers can offer the flexibility that is appealing to many age groups. Young workers may find a part-time schedule desirable, because it offers them the opportunity to spend extra time at home with their children. Older workers may be interested in easing their way into retirement through a reduced work schedule.

 

Employees of all generations should talk with their employers about the flexible schedule choices they’re willing to offer. Increased flexibility can help address employees’ needs during the particular stage they’re at in their careers.

 

Day care has also become a big issue for many families. Many employers have started offering on-site day care as a benefit for their employees.

“Companies are starting to fulfill the needs of the individual outside of the job more than they ever have,” Snedeker says. “They have to in order to attract and retain workers.”

 

B. Ann Porterfield has been on the job for 57 years, currently working as the administrative assistant in the accounting department of the large manufacturing corporation, Alliant Techsystems, where I am also employed. She’s sassy and savvy, and not a detail of office happenings escapes her. In a corporation with approximately 19,000 employees, she holds the record for years of service. I sat down with Porterfield and asked her what she thought about all of this multigenerational workplace stuff.

 

Yes. When all of this new software started coming out, people in the workplace that needed it trained themselves. The younger generations got it in college. I never learned some of it because I never needed it. I’d like to have more training on Excel.

 

Yes. I think they see it as more necessary to move up than my generation did.

 

At this point in my career, I feel like I’ve kind of maxed out. There was a time in the 50s when I was getting a raise every three months, no kidding. Promotions were a lot more frequent then. I’m happy with things. I’m not complaining. I got pulled up fast, but now I’m at the top. There’s really nowhere else to go.

 

No, not like when I had kids at home. When I had younger children, there was no flex time. You couldn’t leave for an hour here or there for dentist appointments or things at the school. You had to take a half day or whole day of vacation.

 

No, I don’t. People might look at me and think it’s time for me to retire.

 

Yeah.

 

Now that last one was a shocker. I started working with Porterfield when I joined the corporation right out of college. I always assumed she looked at me back then as young, new and inexperienced. Even as time went on, I always felt like she had so much of life’s wisdom to share and I was still so green in comparison. The thought truly never dawned on me that she might see her age as the one in question.

 

It was a real eye opener and a testament to the fact that most things in life can be explained with some good old-fashioned (no pun intended) common sense. Age in the workplace is no different. Treat people the way you would want to be treated. Strive to find common ground.

 

We’re all young at some point, and if we’re lucky, we’ll all be old at some point too. Work to make the most of each phase of your career. Help your co-workers do the same.