This is the first time in America that four generations have worked side-by-side in the workplace. Leaders must understand that each generation brings attitudes, behaviors and value judgements to the workplace, largely based on the era in which they grew up.

Research suggests these generational differences have a direct impact on organizational performance; therefore, it is important to understand these differences. To that end, the characteristics of the four generations are briefly described below.

Researchers have generally grouped the generations into four categories:

• Veterans (Matures): 1920-45 (Age 63-88)-- 8% of the U.S. workforce. Grew up in tough economic times and tend to value hard work. Great team players.
• Baby Boomers: 1946-1964 (Age 44-62)-- 45% of the workforce. Grew up in an era of economic prosperity and social upheaval. Driven and highly competitive.
• Generation X: 1965-80 (Age 28-43)--35% of the workforce. Raised with two-earner households. Value flexibility and appreciate a fun, informal work environment. Technologically savvy and comfortable with change.
• Generation Y (Millennials): 1981-2000 (Age--27 or younger)--12% of the workforce. Achievement-oriented and confident. Excellent team players and excel in the use of sophisticated technology. Respect and relate well to authority.

Managing diverse generations can be challenging, since each brings its own work ethic and value system to the work place. How do successful managers handle this?

• Implementing Effective Communication Strategies- find out what makes the individual "tick". What motivates the Boomer and the Gen X'er is different. Bridge that gap!
• Respecting Competence & Initiative -- treat both younger and senior employees with respect, and encourage initiative.
• Celebrating Employee Differences -- make an effort to accommodate personal scheduling needs, work/life balance issues and nontraditional lifestyles.
• Focusing on Retention & Training -- retaining valuable employees is key. Offer training via multiple delivery methods (online, classroom, etc.) to keep all employees engaged.

Each generation has something worthwhile and exciting to offer and brings a unique perspective to the workplace. The catalyst is "understanding", which provides organizations with the key to tap into the best potential of each generation, thereby benefiting the overall well-being of all employees and maximizing the productivity of the organization.

To help "jumpstart" the process, CPCC offers an excellent course called "Managing Different Generations in the Workplace". (See "Quick Links" for information on Dr. Susan Luck , Instructor. Also, click on "More About Us" under Quick Links and contact your CPCC Corporate Training Advisor if you have any questions).