Leading a Multi-Generational Workforce
by Dr. Jan Ferri-Reed

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 1979. 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 1980 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.

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:
Jan is a seasoned consultant and President of KEYGroup®, a 30-year international speaking, training and assessment firm and co-author of Keeping the Millennials:  Why Companies are Losing Billions in Turnover to This Generation and What To Do About It.  Jan has presented a variety of programs to thousands of managers and employees in a diverse range of organizations across the globe.  Jan’s work focuses on creating productive workplaces and retaining talent while increasing the bottom line.  She does executive consultation, facilitation of senior level, planning and team building retreats and keynoting at corporate and association events.

Representative clients for whom Jan provides services include GlaxoSmithKline, MARC Advertising, DelMonte Foods, The Bank of New York Mellon Corporation, US Steel Corporation, Volkswagen-Audi-Porsche, Pitney Bowes, MTV Networks, Merrill Lynch and UBS-AG.

Publications and media that have called on Jan and KEYGroup® for advice and guidance include Industry Week, TIME, Diversity Executive, NPR and Forbes, to name a few.

For more information visit:  www.keygroupconsulting.com.

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