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"People resemble their times more than they resemble their parents."
- Arab Proverb

"Learning how to communicate with the different generations can eliminate many major confrontations and misunderstandings in the workplace and the world of business."
-from Greg Hammill
March 2009
Greetings!


I was watching the Superbowl with my 7 year old daughter and after a few minutes she said to me, "They are just playing for fun, right?" and I said, "No, they are playing for real. They want to win." And she said, "But it's just a game so it doesn't matter who wins, right?" As a soccer player in our town's recreational team, her team doesn't keep score and everyone gets a trophy at the end of the season; thus she thinks all games are played this way. This is a common mindset that we see in the youngest generations entering the workforce (called Gen Y, Millenials or Trophy Kids) and it poses some challenges in terms of how to best integrate younger talent with colleagues of other generations who see things very differently. My dear friend and strategic partner, Judy Brandt, and I have developed a workshop on leading multi-generations to begin addressing those challenges. Here is a sampling of our program that we thought you would enjoy.  
 
All the best,
Jennifer Signature
Managing an Inter-Generational Workforce


We live during a unique time in workplace history. Walk into any business, and you might find three - sometimes four - generations working side by side: Millenials (born 1980-2000, also called Gen Y), Generation X (1960-1980), Baby Boomers (1940-1960), and Veterans (pre-1940).

Research indicates that the generation in which an individual grew up influences his or her behaviors, motivators, expectations, and mindset about work. Consider the following vastly different factors.

Generational Differences Chart

And between generations, the outcome of those influences on an individual's work may be very different!

So how do you handle these differences in the workplace?
  • Focus on different benefits and aspects of the company in recruiting. When recruiting Boomers, focus on the company benefits and career paths. For Gen Xers focus on short term perks like gym memberships, flex time, monthly or quarterly bonuses, and cash incentives. Millenials care about the organization's commitment to being green, social networks available, community service opportunities, and the various places in the company in which they can work and learn.
  • Use a slightly different coaching approach for each generation. Offer formal training programs (including topics like flexibility, technology and interpersonal skills) for Boomers. When coaching Gen Xers, discuss development ideas as peers, and then give them independence and empowerment to try new things. When coaching Millenials, allow them to work in teams, and give them specific and timely feedback on their performance.
  • Understand that different generations are motivated by different rewards. When possible, tailor your rewards to the individual who will receive it. For example, a Baby Boomer may prefer a small bonus or gift card, while a Millenial prefers an email thank you with a new, challenging assignment.
  • Remember that all employees, despite their generation, want to be treated fairly, managed with respect, and given an opportunity to grow.
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