Generational Differences in the Workplace

 
For the first time, the workforce today consists of four distinct generations, each with its own culture, attitudes, and workplace expectations. It can be quite a challenge for leaders to successfully supervise and integrate these different generations into a cohesive workforce, with each generation providing its own unique strengths. In order to effectively administer in today’s diverse workplace, it is important to understand generational differences.
 
There are four generations in the workforce today:
·         Matures,   1925-1945,   44 Million
·         Boomers,   1946-1964,   80 Million
·         Generation X,   1965-1980,   52 Million
·         Millennials (Gen. Y),   1981-2000,   77 Million
 
While it is possible to describe each cohort from empirical evidence, it is important to remember that each person is unique and may possess characteristics of each generation. However, many of our behaviors and attitudes today are shaped by our past experiences and the defining moments from our youth; each of which is unique to every generation. Touchstone experiences for each generation include: The Matures’ memory of FDR and the Great Depression, the Boomers’ experience of Kennedy and television, the Xers as the first generation of divorced parents and the largest group of ‘latch-key’ kids, and the Millennials coming of age with September 11 and technology as a way of life.
 
These unique life experiences help shape each generation’s view of life and work in very different ways. While this can be challenging for leaders, it is also an opportunity to utilize all the viewpoints, creating a stronger team in the process.
 
When working with the four generations, leaders should provide Matures with the chance to share their vast knowledge in coaching and mentoring programs. This generation is close to retirement and it is vital we provide ways for them to share their expertise with younger nurses. Boomers often see themselves as leaders and should be given the opportunity to facilitate groups. As the first generation to be raised with technology, Generation Xers are innovative and creative. Leaders should leverage this innovation and their technological savvy as more healthcare organizations come online with health information systems. Millennials are just entering the workforce and need their leaders to provide them with opportunities to use networking and collaboration.
 
Team work has a different connotation for different generations. For instance, positional hierarchy is no longer as closely associated with chronological age as in years past, particularly for younger nurses. This can be a challenge for more senior nurses, but it is also a good opportunity to create good succession planning for your organization.
 
There are numerous solutions to employ to help both the older and the younger generations. Older workers will benefit from an ergonomics assessment of the workplace, for example, employing internal transport teams and lift teams. In addition, older workers, particularly the Boomers, are known as the “sandwich generation” and may benefit from information on elder care.
 
Younger workers have to believe there is a purpose to their work. Likewise, they seek to acquire multiple skill sets that will help them develop their careers. By coaching these workers along their career path, they are more likely to stay with the organization.
 
The multi-generational workforce can be challenging for leaders in healthcare; however, the opportunities for the organization to grow are tremendous. By understanding generational differences and the needs of each generation, leaders can create visionary organizations and that can benefit not only our employees but those we serve as well.