KEYGroup® Current Articles

Leading a Multi-Generational Workforce

by Dr. Joanne Sujansky, Ph.D., CSP (Certified Speaking Professional)

Before making assumptions about employee retention based on past experience, consider that you are about to see a new wave of employees with a whole new set of expectations swarm the workplace. Known as Generation Y, they have been entering the workforce since 1998 and will continue to do so in burgeoning numbers.  Managers need to prepare for the unique requirements of Gen Y and the inevitable clash between Gen X, Gen Y, Baby Boomers, and Traditionalists as they mix in the workplace.

To begin with, it is helpful to understand the environment that shaped each group. With this information, you can then adopt an innovative management style, motivate them to work together, and minimize conflict among the different generations.

Born between 1946 and 1964, Baby Boomers grew up in optimistic times of expansion, watching and living “Happy Days.” They had great expectations and the world had great expectations of the Boomers. Where their parents fought wars abroad and came home victorious, Boomers fought for their glory at work.

Generation X was born between 1965 and 1980. They experienced economic difficulties during the early ‘90s just as they were entering the workforce. Many were forced to take temp work, wait tables, and accept jobs outside of their area of study in college. Because Gen X came of age during a bleak job market amid soaring national debt, the harsh economic realities of the time shaped their worldview. They are armed with the knowledge that there are no guarantees.

Gen Y was born between 1981 and 1999. They grew up in a time of economic expansion and unprecedented prosperity, and until now have never experienced a downturn. Those in this generation have seen more at an earlier age than most in previous generations, such as the Oklahoma City bombing, the Columbine shootings and the tragedy of September 11. Exposure to these events through 24-hour media has brought the world instantly to them. This is a techno-savvy generation who has “seen” the world. 

Generational differences represent a critical new aspect to workplace diversity.  At no other time in history have organizations been faced with four generations of employees working together.  But the differences that separate these generations do not have to result in conflict and lost productivity.  Below are suggestions for leading all groups successfully.

To retain employees of all generations, it is important to appeal to their desire to learn. Emphasize career growth, paid training, and skill development. Coach team members as they continue to develop new skills and acknowledge their progress.

Create a Dynamic Workplace
Because the incoming group of Gen Y employees will be so large, the workplace will have to change to accommodate their unique attributes. Leaders have to evolve as well. They will have to be creative in developing new motivational techniques if they want to retain their employees and to obtain the highest performance and output possible. Managers must be innovative to retain the best people.

About the Author:
Dr. Joanne Sujansky, CSP, has over 25 years of experience helping leaders increase organizational growth and profitability by creating and sustaining what she calls a “vibrant entrepreneurial organization.”  She is an international keynote speaker, founder of KEYGroup® and the author of numerous books on leadership, change and retention.  A member of the National Speakers Association, she holds their highest earned designation, Certified Speaking Professional.  Reach her at 724-942-7900 or at www.joannesujansky.com.

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