Track your generational demographics.Check out these articles for help in working with and leading specific generations within the workplace: How to Work with and Lead Baby Boomers, How to Work with and Lead Generation X, How to Work with and Lead Millennials. For help juggling the various priorities of each generation, see the following table.
Generations at Work
| Baby Boomers (Born 1946–1964) | Generation X (Born 1965–1980) | Generation Y (Born 1981–2002) | |
| Values | Workaholic Competitive Innovative Questions authority Materialism Personal/social expression Skepticism |
Work-life balance Global thinking Diversity Unimpressed by authority Fun Self-reliance Cynicism/pessimism |
Team player Enthusiasm for change Respect for authority Tempered hopefulness Sociability Optimism |
| Work is | An exciting adventure | A difficult challenge | A means to an end |
| Leadership style | Consensual Collegial |
Challenges others | To be determined |
| Communication | In person In meetings |
Direct Immediate Voicemail |
Text message Direct message YouTube |
| Feedback | Doesn’t appreciate it | Asks, “How am I doing?” | At the push of a button |
| Rewards | Money Title Recognition |
Freedom Independence |
Meaningful work |
| Motivation | The need to feel valued and needed | Do it “my way” Work-life balance |
Work with bright staff Work-life balance Social interaction through technology |
| Engagement strategies | Establish non-authoritarian environment Offer fresh assignments Provide developmental experiences Tap into their expertise Ease pressure of complex life |
Allow time for questions Provide references Use time-efficient approaches Keep up a quick pace Be specific about growth Allow time to earn their respect |
Provide interaction with colleagues Bring up to speed quickly Encourage mentoring Use technology Nonparental approach |
Knowing the traits commonly found among members of a particular generation can help you pinpoint what drives the individuals in your firm. One Millennial woman was incredibly driven by recognition. Money was practically irrelevant to her. So, she had plenty of face time with executives whenever the opportunity arose. On the opposite end of the spectrum was a Boomer in his early 60s, who showed signs of becoming disengaged during a period when layoffs were necessary. Because this man’s various financial responsibilities likely made security a key driver, he was frequently reassured that his job was safe.
The generations do have very different views on authority, teamwork, development, and work–life balance, but everyone — regardless of age — wants the following:
- Achievement: Taking pride in one’s work.
- Camaraderie: Having positive, inclusive, and productive relationships.
- Equality: Being treated fairly in matters such as pay, benefits, and developmental opportunities.