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From Helicopter Parents to Frustrated Managers: How Parenting Styles Shape Today's Workforce

Updated: Dec 6, 2023



Ever wonder why today's workforce seems so disengaged or why certain employees expect a trophy just for showing up? The clues might lie in the parenting styles of the past few decades. Unravel the connection between the 'everyone gets a trophy' era and today's workplace challenges. Discover how understanding these generational nuances can be the key for managers to unlock productivity and reignite passion. It's time we recognize the impact of past parenting styles that contribute to today's workforce challenges. #ParentingMeetsProductivity #ManagerialChallenges #EmployeeEnagement #Growthmindset #experentiallearning #transformativeemployeeexperience #employeeexperience


I still remember the nervous flutter in my stomach as I made my way to the local Safeway grocery store, eager to apply for my first official job. At sixteen, I was no stranger to hard work, having juggled a paper route and numerous lawn-mowing gigs for neighbors and family. But this felt different. This was the world of employment outside the comfort of my neighborhood. Dressed in a formal shirt and tie, customary for the time, I stepped inside, summoning the courage to ask for the store manager.


John, the store manager, was every bit the archetype of managers from my childhood memories. A middle-aged man in a brown suit, white shirt, and tie. His stern appearance was both intimidating and commanding. I told him I was looking to join the team as a Helper Clerk. In response, he told me to come back a week later. And so, I did – again and again. It was only after the third visit that I understood John's method; this was his unique way of "interviewing" me. This wasn’t about a vacancy or timing; it was about assessing my dedication, punctuality, and persistence.



I was born in 1967 and raised by parents who emerged from the shadows of World War II. My grandparents, belonging to what many call the "Greatest Generation," instilled values of hard work and discipline in their children. My father, with his military background, embodied these values and practiced an authoritative parenting style. My mother, on the other hand, exuded gentleness. Despite their differing approaches, they allowed me a great deal of autonomy. Discussions about schoolwork were few and far between, although they always kept an eye on my report card. When the time came, I navigated the college application process on my own, becoming the first in my family to earn a college degree.


The environment in which I was raised stands in stark contrast to the world that children of the early 2000s experienced. Following the aftermath of events like 9/11, parenting underwent a significant transformation. Concerns about safety and a rapidly changing world led to a new generation of parents, different in many ways from those of my time.

As we delve deeper into this topic, we'll explore how these shifts in parenting styles from the past few decades have left indelible marks on today's workforce. The values, habits, and outlooks ingrained in individuals by their parents carry into their professional lives, impacting both individual careers and workplace dynamics as a whole.


Parenting Style Trends (1980s-2010s)


The 1980s: Ah, the 1980s! The decade when leg warmers, mullets, and neon made their indelible marks. As I navigated my high school years during this vibrant era, the world around me was buzzing with change, both in and out of the family home. The decade was marked by significant political and social events. The Cold War and its tensions were palpable, with President Reagan urging Soviet leader Mikhail Gorbachev to "tear down this wall!" referring to the Berlin Wall. The AIDS epidemic began, raising global health concerns. On a technological front, the personal computer revolution took off, with Apple releasing the Macintosh and IBM dominating the PC market.


Against this lively backdrop, the world of parenting was experiencing its transformation. Gone were the days when children were expected to be "seen and not heard." As the 1980s progressed, there was a distinct move away from the authoritative, top-down parenting approach of previous generations. This shift was in part influenced by the socio-cultural evolution of the era: greater emphasis on individual rights, the growth of psychology as a discipline, and the increasing influence of child-centered philosophies.


Parents began recognizing that their children, even at a young age, had distinct personalities, preferences, and opinions. This led to the introduction of a more balanced parenting approach. Children were no longer just passive recipients of their parents' directives; they were now participants in their own upbringing. Discussions around dinner tables began to change, with parents increasingly soliciting their children's views on matters ranging from school to vacations. The authoritarian model of "because I said so" was slowly being replaced with "what do you think?". Still, the decade was a mosaic, with many families blending both new and traditional values.


The 1990s: Entering the 1990s, my life was at a significant crossroads. I was marking milestones like college graduation, marriage, and becoming a parent myself. The '90s was a decade of technological advancements and cultural shifts. The dissolution of the Soviet Union marked the end of the Cold War era. Nelson Mandela's release from prison and subsequent election as the President of South Africa signaled hope for a more equitable future. And then there was the explosion of the Internet, with the launch of platforms like Yahoo!, AOL, Amazon, and the inception of Google. The world was going "online," our analog world was turning digital, and life as we knew it was changing rapidly.


Parallel to these global shifts, the parenting universe was undergoing its metamorphosis. The '90s marked the rise of the "self-esteem movement." Fueled by a growing body of psychological research, parents were beginning to understand the long-term value of nurturing their child's self-worth. The mantra of the decade became about "believing in oneself" and "you can be anything you want to be."


However, this well-intentioned focus on self-esteem occasionally veered into the territory of unrealistic expectations. Every child became a "winner," irrespective of effort or outcome. Participation trophies became commonplace, and there emerged a delicate balance between fostering self-belief and inadvertently cultivating a sense of entitlement.


Furthermore, the '90s saw the onset of the "over-scheduled child" phenomenon. Between soccer practices, piano lessons, dance classes, and myriad extracurriculars, children's calendars began resembling those of busy executives. The underlying motivation was often noble—parents wanted their children to explore various interests, build skills, and improve college prospects. However, this packed schedule sometimes came at the cost of free play, downtime, and organic, unstructured exploration which psychologists have now found to be tremendously valuable in a child's mental and emotional development.


The 1990s, in essence, captured the complexities of modern parenting. As the world sprinted towards the new millennium, parents grappled with finding the sweet spot between bolstering self-esteem and setting realistic expectations, between encouraging achievement and ensuring well-rounded growth. This decade laid the groundwork for the 21st-century parenting challenges that would soon emerge.


The 2000s-2010s: As the new millennium unfolded, my personal life was in full swing. Now well-established in the high-tech industry at Microsoft, I juggled the demands of a growing career with the joys and challenges of a bustling household. Six lively children, a blend of Millennials and Gen Z, filled our home with laughter, debates, and a whirlwind of activities. And while Y2K fears fizzled out as quickly as they had ignited, the world soon faced a reality that would shape the years to come.



The world reeled from the impact of 9/11, leading to geopolitical shifts and a renewed focus on security. The 2008 financial crisis brought economic challenges. By the 2010s, social media platforms like Facebook, Instagram, and Twitter were influencing global communication, politics, and personal interactions. Against this backdrop of global change, parenting styles underwent significant evolution.



The 2000s marked the dawn of "helicopter parenting." Perhaps influenced by global uncertainties post-9/11 and a rising digital world full of perceived threats, parents became more protective. There was a distinct move towards closely monitoring children's activities, friendships, and academic progress. This intense involvement was driven by love and a desire to provide the best for our children.


However, it often translated to reduced independence for the young ones. As the decade rolled into the 2010s, a new trend emerged: snowplow or bulldozer parenting.

This approach took the protective instincts of the helicopter parent a step further. Not content with merely overseeing, snowplow parents actively intervened in their children's lives, pushing aside challenges and obstacles. Whether it was speaking to a teacher about a grade or resolving friend disputes, these parents were on the frontline, ensuring their child's path was smooth.


While these methods stemmed from a place of genuine concern, they sometimes inadvertently robbed children of essential life skills: resilience, problem-solving, and the ability to handle setbacks. As these children transitioned into adulthood, some faced challenges navigating a world where obstacles were the norm and not the exception.


An Eye-Opening Moment at College Orientation

In 2015 our third child, Sarina donned her graduation cap and took her final walk through her high school halls, she was eager to begin her collegiate journey. With the acceptance letter in hand and the dream of new adventures on her mind, she set her sights on a college in a quaint, rural town – a stark contrast to the urban setting of the University of Washington where I had spent my college years.


Like many modern institutions, her college offered a comprehensive orientation for parents. As I sat in a sprawling auditorium packed with eager parents, I found myself reflecting on the stark differences between my own college experience and Sarina's impending journey. In my day, there was no parental orientation. My parents hadn't been privy to presentations about dorm life or campus safety. Our safety came from our own instinct, combined with a heavy dose of common sense forged by the school of hard knocks evidenced by the myriad of scars on our elbows and knees.


Yet, as the college parade of administrators took to the stage, one presentation halted my nostalgic reflections and grounded me sharply into the present. The head doctor, a seasoned professional with two decades of experience, began his talk in a manner typical of such orientations. However, the trajectory of his speech soon took a surprising turn.

A slide illuminating the top five prescriptions he routinely administered to students flashed on the screen. I was taken aback. Among those five, three were medications aimed at addressing anxiety and depression. He remarked with a palpable sense of concern, "I went to medical school to treat fractures and alleviate sore throats. But now my daily reality revolves around helping young adults battle anxiety and depression." His poignant question to the room was unsettling yet vital:


"Why are our children so anxious and depressed?"


He postulated that if college represents the first time a young adult grapples with life’s challenges such as timely paper submissions, daunting exams, or the sting of a failing grade, it's hardly surprising that their mental well-being is compromised. What followed was a series of slides detailing parenting strategies aimed at fostering resilience and emotional well-being in children.


It was a clarion call to parents. And among the advice and insights, one statement echoed sentiments I'd come across in Dr. Shimi Kang's book, "The Dolphin Way". Dr. Kang noted,


“We are the most involved group of parents in human history, yet our children have the highest rates of anxiety, depression, obesity, and addiction than ever before. Today’s disturbing trend of over-parenting is under-preparing our children for a rapidly changing and ultra-competitive 21st Century by interfering with their self-motivation and ability to adapt.”


Dr. Kang wrote that statement in 2014. Yet, this problem only appears to be worsening today.


It wasn’t lost on me that the doctor's plea seemed a bit too late to affect the incoming freshman class. Yet, his presentation also highlighted how seemingly desperate this doctor had become to try and get the word out if only to save the rising generation of students that would soon be enrolled.


Impact of Modern Parenting Styles on Today's Workforce


The ramifications of modern parenting, as we've explored, are not confined to the spheres of home and school. They ripple outward, shaping our workplaces, influencing team dynamics, and impacting organizational outcomes. Here are three I wish to highlight:


Emotional Well-being and the Perils of Overprotection:

Modern parenting, often characterized by its protective nature, has inadvertently left many young professionals ill-equipped to handle the emotional challenges of the workplace. An increase in anxiety, depression, and burnout among employees can be attributed to a childhood where they were shielded from adversity. As a result, when faced with professional challenges devoid of a parental safety net, many struggle. This struggle is often misinterpreted as emotional fragility when, in reality, it's a manifestation of uncharted territory.


Dependency, Decision-making, and the Fear of Failure:

Raised in an environment of instant feedback and ever-watchful guardians, today's workforce grapples with making decisions independently. Their hesitancy might be mistaken for laziness, but underlying this inaction is often a crippling fear of mistakes and failure. This fear, bolstered by the known psychological phenomenon of procrastination, can manifest as subtle acts of resistance, delays in task completion, or even passive-aggressive behaviors. Procrastination, traditionally seen as mere laziness, is now understood by psychologists as an emotional coping mechanism to manage complexity, ambiguity, and negative feelings associated with tasks. Growing up with structured routines and clear guidelines, many young professionals yearn for similar clarity in their job roles. They might excel when given clear directions but can seem lost or less innovative in ambiguous situations. This craving for structure isn't an inherent lack of adaptability, but rather a need for a familiar framework.


Communication Dynamics in the Age of Digital Dominance:

Digital communication, particularly for Gen Z, has drastically changed interpersonal interactions. While they might find solace in the detached nature of texting or chatting, this often translates to an avoidance of direct, face-to-face interactions, like making phone calls. Such behavior, stemming from a digitally-centered upbringing, can be misconstrued as introversion or rudeness. In reality, it's a reflection of their comfort zone.


Recommendations for People Managers: Bridging Generational Gaps & Cultivating Success



In understanding the modern workforce, it's pivotal not to oversimplify or mislabel behaviors. Recognizing the profound influence of upbringing allows managers and colleagues to adopt a more empathetic, nuanced approach, fostering the growth and development of young professionals. Here are four recommendations for people managers:

Understanding Perceived Laziness, Procrastination, and Their Implications:


Procrastination, often misunderstood as laziness, is a pervasive challenge that can significantly hinder productivity and motivation.


"Do not put off until tomorrow what can be done today." – Benjamin Franklin.


This wisdom, deeply rooted in traditional work ethics, becomes even more relevant in the current context of evolving work dynamics. Procrastination often stems from underlying anxieties, fears, or even burnout, especially among younger employees, possibly nurtured by modern protective parenting styles.


Perceived laziness is a complex issue that managers need to address with sensitivity. It's essential to differentiate between genuine lack of effort and other factors that might come across as inactivity. "Laziness may appear attractive, but work gives satisfaction." – Anne Frank. While there is a tendency to label younger generations as lacking resilience or being 'entitled', it's critical to understand that what might be perceived as laziness could often be a result of differing work approaches or even manifestations of mental health issues.


Misinterpreting a lack of visible effort as laziness can lead to unnecessary friction in the workplace. Instead of immediately labeling an employee as 'lazy', managers should engage in open dialogues to understand underlying issues. It might be that the employee is demotivated, facing personal challenges, or merely prefers a more streamlined approach to tasks as opposed to overt busyness.


Addressing procrastination and perceived laziness requires a blend of empathy and strategic action. By fostering an environment where tasks are delineated into manageable steps, where open dialogues are encouraged, and where feedback is consistently provided, managers can not only mitigate the challenges of procrastination but also build stronger, more resilient teams.


Reframing Success & Harnessing Motivational Drivers:



"Success is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome." – Booker T. Washington.


Washington's words serve as a stark reminder, especially when examining the evolving perspectives on success across generations. The impact of corporate decisions like layoffs, downsizing, and outsourcing has profoundly influenced the psyche of the younger workforce. Witnessing their parents' unpredictable career trajectories, they've become cynical of the of organizational loyalty. Instead, they've want opportunities that allow for flexibility, adaptability, and personal growth.


This skepticism was magnified during the pandemic, a period that forced introspection on the very nature of work and its role in our lives. Many reconsidered the traditional 9-to-5 grind, leading to a mass exodus from conventional roles. The urge wasn't just to work, but to work meaningfully – whether that meant operating remotely from serene environments, pioneering personal business ventures, or pursuing passion projects and side hustles. The crux of this shift hinges on achieving a harmonious balance between professional endeavors and personal fulfillment. In this evolving landscape, managers must attune themselves to the diverse motivational drivers that propel the younger generations.


"To succeed in life, you need two things: ignorance and confidence." - Mark Twain.


This quote, while delivered with Twain's characteristic wit, hints at the daring spirit of the younger workforce, ready to challenge the status quo. Managers should not only recognize this spirit but also facilitate it by offering varied work scenarios. This includes endorsing remote and hybrid work models, entertaining the idea of job-sharing, and being open to unconventional work hours. The older generation, too, who might be looking for a gradual transition into retirement, can still be a reservoir of expertise and skill, and flexible roles could be the key to tapping into their potential.



The call to action for modern managers is clear: See procrastination and perceived laziness in a new light, embrace flexibility, understand the multifaceted drivers of motivation, and reframe traditional notions of success. By doing so, they can create work environments that resonate with the aspirations and values of all their team members, irrespective of generational divides.


Cultivating Open Communication & Embracing Technological Evolution:


"The single biggest problem in communication is the illusion that it has taken place." – George Bernard Shaw.


Shaw's observation strikes a chord in our digital age where the nature of communication has shifted dramatically. From traditional face-to-face interactions and phone calls, we've migrated to a landscape dominated by emails, instant messaging, and an array of emojis. While this evolution has brought about unparalleled convenience, it has also, paradoxically, paved the way for potential misunderstandings. Older generations, acclimatized to face-to-face dialogue, may feel adrift in this sea of symbols and abbreviations.



But it's not merely about decoding emoji-laden messages. Differing communication modalities can create an undercurrent of friction, leading to frustrations and, in extreme cases, disengagement. Such disconnects don't merely affect team cohesion; they have tangible financial implications for businesses, manifesting as decreased productivity, increased turnover, or missed opportunities. For a manager, it's pivotal to be attuned to these shifts. Recognizing that some team members might be more comfortable expressing acknowledgment with a thumbs-up emoji than a wordy email, or understanding the rising preference for platforms like Slack over traditional email among younger demographics, can deftly bridge generational communication gaps.


Promoting Mental Well-being, Growth Mindset, and continuous Professional Development:


"To enjoy good health, to bring true happiness to one's family, to bring peace to all, one must first discipline and control one's own mind." – Buddha.


Grounded in this timeless wisdom, it's evident that the mental and emotional fabric of an individual is paramount. As the workplace undergoes its relentless evolution, and the current economic uncertainties call into question investments in employee development, it's imperative that the mental and emotional well-being of employees isn't sidelined. Managers are entrusted not only with task delegation but also with ensuring the holistic health of their teams. Creating an environment that acknowledges mental pressures, encourages open discussions on emotional well-being, and provides accessible mental health resources can be a game-changer in building strong, resilient teams.



Gen Z, characterized as the most educated and diverse generation, brings a new set of expectations to the workplace. To put it in perspective, 36% of Millennials (born 1981-1996) and nearly 40% of Gen Z (born 1996 - 2012) had obtained a bachelor's degree by age 21, surpassing prior generations. It's clear that these generational employees place a high premium on education and continuous learning. Their commitment to learning isn't just reflected in formal education but also in their expectations from workplaces. For them, learning and development aren't mere perks – they are essentials.


"Tell me and I forget, teach me and I may remember, involve me and I learn." – Benjamin Franklin.


Echoing this sentiment, the thirst for knowledge and growth is more palpable than ever. Professional development, intricately laced with adaptability and resilience training, stands as a cornerstone for employees in the modern landscape. Initiatives like immersive workshops, retreats, and continuous training sessions aren't just beneficial – they are indispensable. It's about fostering an environment where employees are not only equipped with knowledge but also recharged, renewed, and prepared for the unpredictable nuances of the professional world. and for some, these professional development opportunities might be providing these essential skills for the first time in their life. As the saying goes, common sense doesn't seem to be so common anymore.

For businesses aiming to retain and attract their top talent, investment in continuous professional development is non-negotiable. It shouldn't be viewed as a periodic luxury contingent on financial convenience. Instead, it should be recognized as a vital component of the overall compensation and benefits package. In an era where knowledge and adaptability are paramount, organizations that prioritize and invest in their employees' growth will inevitably stay ahead of the curve.


Call to Action:

In an era marked by unprecedented challenges and opportunities, professional development remains the cornerstone of organizational success. For managers aiming to nurture a robust, resilient, and adaptable workforce, investment in targeted training is indispensable. Managers can explore a plethora of avenues - from formal courses to coaching and workshops - to imbue their teams with vital skills like effective communication, balanced feedback, and, most critically, learning how to become more adaptable and resilient.


Remember, investing in your team's professional growth today will yield exponential dividends in the future. Equip your teams with the tools they need to thrive in the 21st-century workplace. Start now!

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