Managing
Four
Generations in
the Workplace
By: Melissa Hawkins, Brenda Mummert, and Colleen Nestruck
The 4 Generations
Objectives
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Why does it matter?
What is a ”Generation”
The Four Generations
Characteristics
Workplace Characteristics
Managing Workplace Generations
Whats to come
Conclusion
Questions
References
Managing Multiple Generations
The Effect on the Workplace
He wants feedback,
what the heck is that?
They have no
work ethic
Just do your job!
Get a life!
It’s 5:00, I’m
out of here!
You’re right, but
I’m the boss!
I remember when…
The kid wants a promotion after six months on the job!
No!
Why does it Matter?
• 1st time in history 4 generations in
workplace at same time
• Different Work ethics
• Different Values
• = Conflict in the workplace
What is a “Generation”?
“group of contemporaries: all of the
people who were born at approximately
the same time, considered as a group, and
especially when considered as having
shared interests and attitudes”.
(English Dictionary, 2011 )
The “4” Generations
• Veterans,
Traditionalists,
Silent, Matures
• Generation “Y”
Millennial
• Baby Boomers
19221945
19461964
19812000
19651980
• Generation “X”
Characteristics
Veterans, Traditionalist, Silent, Matures (1922-1945)
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Great Depression &WWII
Respect for authority
Conformers
Disciplined
Patriotic
Conservative
Characteristics - (continued)
Veterans, Traditionalist, Silent
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Nuclear Family
Education was a dream
Rotary Phones
Put cash away for later
Paid in cash
Delayed gratification
Duty, honor & country
Characteristics
Baby Boomers (1946-1964)
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Civil Rights Movement
Vietnam War
Positive about the future
Involvement
Rebels
Hippies
Believed nothing was impossible
Characteristics - (continued)
Baby Boomers
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Security Stability
Education was a birthright
Touch tone phones
Buy now, pay later
Characteristics
Generation X (1965-1980)
• Skeptical
• Asks the question “why”
• Living Life
• Relaxed and casual
• Economic downturn of
the 80s/90s
• Latch-key-kids
• Raised in single Parent homes
Characteristics – (continued)
Generation X
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Education-a way to get there
Cell Phones
Cautious with money
Save, save, save
Looks toward the future
Characteristics
Generation Y (1981-2000)
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Practical understanding of life
Confident
Likes to have fun
Social
Merged families
September 11th
Characteristics – (continued)
Generation Y “Millennial”
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Education is expensive
Internet
Picture Phones
E-mail
Earn money to spend money
Workplace Characteristics
Veterans
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Hard working
“Just git’er done”
Punctual & never miss work
Respect Authority
Obey Rules
Work before fun
Workplace Characteristics
Baby Boomers
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Workaholics
“Work-til-you-drop”
Personal fulfillment
Desire quality
Sacrifice personal life to achieve
professional goals
• Work for 1 employer all their lives
Work Characteristics
Generation X
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Eliminate tasks
Self-reliant
Want structure and direction
Skeptical
Opt for quality of life instead of careers
Want to know “why”
See work as a challenge/contract
Work Characteristics
Generation Y
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What’s next
Multitasking
Sticks firm to a decision
Goal oriented
Tolerant
See work as a means to an end
Managing Multiple Generations
The Effect on the Workplace
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Recruiting
Building Teams
Dealing with Change
Motivating
Managing
Maintaining and Increasing Productivity
Communication
Managing Multiple Generations
Interactive Style
• Veterans—Individual, one on one, formal memo
• Baby Boomers—Loves meetings, in-person
• Generation X—Initiates communication,
Electronic communication
• Generation Y—Participative, Techno devicetexting
Managing Multiple Generations
Communication Style
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Veterans—Formal or memo’s
Baby Boomers—In person
Generation X—Direct or immediate
Generation Y—E-mail, Social media, voice
mail, and instant message
Managing Multiple Generations
Generational Values
• Veterans
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– Respect for
authority
– Integrity
– Delayed gratification
– Duty & honor &
country
Baby Boomers
– Security & stability
– Optimism
– Hardworking
– Team player
Managing Multiple Generations
Generational Values (continued)
• Generation X
– Family
– Living life
• Generation Y
– Connectivity
– Respect diversity
– Want to make a difference
Managing Multiple Generations
Feedback and Rewards
• Veterans
– No news is good news
– Satisfaction is a job well done
• Baby Boomers
– Don’t appreciate it
– Wants money and Title Recognition
Managing Multiple Generations
Feedback and Rewards (continued)
• Generation X
– Constantly wants to know “how am I doing”?
– Freedom is the best reward
• Generation Y
– Gives feedback how ever they want
– Wants feedback at the push of a button
– Rewards come with meaningful work
Managing Multiple Generations
Messages that Motivate
• Veterans—need to hear that their
experiences are respected!
• Baby Boomers—need to hear you are
valued and needed!
• Generation X—wants to hear “do it your
way”, “forget the rules”!
• Generation Y—needs to hear that they are
bright and will work with others like them!
How do you make Everyone Get Along?
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Create function & project oriented assignments
Watch your communication
Listen
Look beyond appearances
Keep an open mind
Deal with changing work/life expectations
Consider individual needs
Emphasize commonalities & strengths and use those
as resources
• Honor each person’s contributions
What’s to come
5-Generations in the workplace
•Know as Generation 9/11
•Grown up with war
•See things through a lens due to
9/11
•View the world with less optimism
Conclusion
• Not going to change because new generation
will be entering work force
• People are living longer and working longer
• To be successful businesses need to recognize
the strengths of each generation and use those
to their advantages
Your Logo
References
Bloomberg Business Week. (2008). Generations in the Workplace. Retrieved from: http://www. Businessweek.com.
Brown, D. (2003). Understanding four generations in the workplace. Fort Worth Business Press, 16(25), 11. Retrieved from
EBSCOhost.
CPA Trendlines. (2010). Four Generations in the Workplace: Who Are They? What Do They Want? Retrieved from:
http://CPATrendlines.com.
De Meuse, K. P., & Mlodzik, K. J. (2010). A Second Look at Generational Differences in the Workforce: Implications for HR and
Talent Management. People & Strategy, 33(2), 50-58. Retrieved from EBSCOhost.
Generations: Moving Through Time. (Cover story). (2011). Clinician Reviews, 21(1), 1-26. Retrieved from EBSCOhost.
Hall, J. R. (2007). Understanding Employees Is a Generational Thing. Air Conditioning Heating & Refrigeration News, 230(10), 22.
Retrieved from EBSCOhost.
Hammill, G. (2005) Mixing and managing four generations of employees. FDU Magazine Online. Retrieved from
http://www.fdu.edu/newspubs/magazine/05ws/generations.htm
Hastings, R. R. (2008). Silent Generation Speaks Up About Work. HRMagazine, 53(9), 30. Retrieved from EBSCOhost.
Herbison, G., & Boseman, G. (2009). Here They Come-Generation Y. Are You Ready?. Journal of Financial Service
Professionals, 63(3), 33-34. Retrieved from EBSCOhost.
References continued
Kyles, D. (2005). Managing Your Multigenerational Workforce. Strategic Finance, 87(6), 52-55. Retrieved from EBSCOhost.
Lesonsky, R. ( 2011, Februray 9). How to manage employees from every generation. Business Insider. Retrieved from
http://www.businessinsider.com/managing-different-generations-in-the-workplace-2011-2
Marshall, J. (2004). Managing Different Generations At Work. Financial Executive, 20(5), 18. Retrieved from EBSCOhost.
Murphy Jr., E. F., Gibson, J., & Greenwood, R. A. (2010). Analyzing Generational Values Among Managers and Non-Managers
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Pekala, N. (2001). Conquering the GENERATIONAL DIVIDE. Journal of Property Management, 66(6), 30. Retrieved from
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