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Generational zeal
I work for a non-profit health care organization and there has been some conflict between the five generations in our workforce. For example, we have a Gen Z employee who passionately supports strong opinions anti-racism, anti-capitalism, anti-establishment and anti-colonialism. These views are not necessarily the issue and in some cases are well aligned with organizational values.
However, this person has alienated colleagues because of the way he communicates these views. She sends strongly worded emails, shares unsolicited links to resources, and posts signs in break areas that align with her views. She can come across as self-righteous, judgmental and sometimes naive. People sometimes walk away from interactions with her, feeling uninformed or stupid. This is her first job after higher education. When you’ve been in the workforce for a while, you tend to learn that not everyone has the same opinions in the workplace, and that’s okay. How can we balance her desire for self-expression, advocacy, and activism, as well as staying focused on her duties, as well as maintaining her professional boundaries and a positive work environment for everyone?
– Anonymous
I’m not sure it’s just a generational issue you’re having with the Gen-Z employee. She is clearly passionate about social justice and I am glad that your organization is willing to create a space where she can bring her whole self to work. But she also needs guidance on how and when to bring her advocacy efforts to the workplace, how to meet her professional responsibilities, and how to respect others’ boundaries. Sit with her and share what you wrote in your letter. Tell her that you are not trying to change her, but that she is not sharing her opinions in a vacuum. If she wants people to respect her beliefs, she must respect the beliefs of others. She also needs to recognize that not everyone shares her passion or wants to discuss these issues in the workplace. You are her colleagues, not her partners. While we can and should learn from each other, not every interaction we have has to be so intensely didactic. And after all, she’s been hired to do a job, and it’s important that she doesn’t lose sight of that.
Remote etiquette
I lived in California for eight years until my brother was diagnosed with cancer and I decided to move to Arizona to help take care of him. I had been working in a new role for about six months when my brother was diagnosed, but my company offered to let me work remotely.
I go back to California for work about four or five times a year. Recently, on a Zoom call with coworkers, there was a conversation about happy hour and making sure to “have fun” with my coworkers outside of work when I’m in California. I like to use these trips, in my off hours, to visit old friends and family. I don’t want to spend time with colleagues outside of regular business hours, but I feel bad saying no since the company is paying for my flight. Am I more obligated to attend these social gatherings because my job pays for the trips? Is it okay to be honest and say I prefer to keep my colleague’s time during office hours or should I just lie and say I’m busy every night?
– Anonymous
You are only required to do your work when traveling to California. They pay for your flight because you are going there for work. That way, they don’t stake a claim on all your free time. I suspect your colleagues are trying to make you feel welcome and offer you options for socializing in case you don’t know anyone in the area. Sure you could be honest and say you don’t want to hang out, but that can create unnecessary tension. Another version of the truth is that you already have evening plans while you’re there but really appreciate the generous invitation.
