The Multi-Generational Workforce: Managing,

Motivating, and Leading

Lawrence S. Silver, D.B.A.Associate Professor

John Massey School of BusinessSoutheastern Oklahoma State University

Overview

• Who are the players?

• What are some of the potential conflicts?

• How do we motivate each group?

• What are some keys to success?

Who are the players?Generation/Work Group Birth Period Age Range Size

Veteran/Traditionalist 1929-45 63 - 79 63 million

Baby Boomer 1946-64 44 - 62 78 million

Generation X 1965-79 28 – 43 48 million

Generation Y 1980-99 27 and under 80 million expected)

Veteran/Traditionalist• Came of age after WWI and WWII and during the

Great Depression• Respect authority • Loyal• Sacrifice defines this generation• Value teamwork• Work hard and may regret time not spent with

family• Pride in a job well done

Baby Boomers• Desire relationships rather than strict

authoritarian structures• Loyal until a better offer comes along• Workaholics who believe in paying dues• Value teamwork, team meetings, and talking

together• Tries to keep up with technology so that some

Gen Xer doesn’t take his or her job.

Generation X

• Distrustful of authority (but respects mentors)• Loyal to individuals – not companies• Sacrifice is not in their vocabulary• Teamwork is better when it’s virtual• Balance work and play• Need a great deal of variety at work• See skill building as the key to success• Technology – reared on the computer.

Generation Y• More mindful of authority than Gen X• Too early to tell how loyal they are or if they are

willing to sacrifice • Work until you get enough money to play• Don’t punch clocks – once the job is completed,

they’re gone• Become bored very easily• Comfortable with technology -- text messaging,

Facebook, MP3

Conflict – The Generation Gap

Boomers• Remembers black and

white TV and no cable• Watched Honeymooners

and the Twilight Zone• First president

remembered: Eisenhower• Elvis, Motown, Beatles• Howdy Doody doll, Davy

Crockett coon-skin hat, hula hoops

Generation X• Grew up with cable and

color• Watched Knight Rider,

Scooby Doo and MTV• First president

remembered: Reagan• Thompson Twins; Prince,

Madonna• Pac Man, Rubik’s Cube,

Garbage Pail Kids

Conflict – Work Ethic

Boomers• Believe Gen Xers don’t work

as hard as Boomers do because they “punch the clock.”

• Favor technology if they see value in it.

• Do not need much direction at work – can be relied on to get the job done

Generation X• Results oriented – once the

job is done, they’re off• They don’t care where they

get it done – telecommuting, flex schedules…

• Like and need constant feedback – they want very detailed instructions

Conflict -- Communication

Boomers• Value face-to-face

communication• Believe e-mail is overused• May not even know how to

send text messages• Has no appreciation for text

message shorthand (c u b4 class ).

Generation X• Too comfortable with e-

mail• Favor e-mail and text

messaging over face-to-face• Will use the communication

form most convenient• Avoid giving bad news.

Motivation Across the Generations – Veterans/Traditionalists

• Reward loyalty• Introduce to change slowly• Recognize for a job well-done• Detailed feedback is not valued (No news is

good news)• Give them opportunities to mentor

Motivation Across the Generations – Boomers

• Remember, these are workaholics, but…• Money is a reward• So are titles/position• Recognize achievement• Give them an opportunity to build consensus• Give them chances to mentor, teach, or

participate in charitable functions

Motivation Across the Generations – Generation X

• Frequent communication• Tell them the “why” not just the “what” of

projects and priorities• Make work fun• Flexibility to manage other priorities (family)• Provide opportunities for collaboration and

teamwork• Need individualized recognition – some will want

a tangible reward while others will want a “thank you” for a job well done.

Motivation Across the Generations – Generation Y

• Flexibility in when and where work is done (they don’t like rigid start/stop times)

• Change and challenge (easily bored)• Understand this generation will have at least five

different careers in their lifetimes – an average job tenure will be 2-3 years

• Understand they will challenge authority, but this does not mean they are disrespectful.

• Give them the opportunity to participate in social awareness projects

Training & Development

• Different learning styles and comfort with technology

• Traditionalist and Boomers want to “protect” knowledge and skills

• Gen X wants continuous and accessible training and information

• Gen Y wants student-centered, technologically-based learning.

Training & Development

• One size does not fit all• Use a blended approach• Support traditional face-to-face instruction

with support from other media.• Use experiential learning to help generations

know and understand one another• Conduct training in shorter segments

Keys to Success

• One Size Does Not Fit All HR policies• Communication and Active Listening• Understand that change that accommodates

Gen X and Gen Y may not be easy for Veterans and Boomers.

• Watch your mouth• Acknowledge each generation’s strength

Keys to Success (continued)

• Look beyond appearances

• Create both function- and project-oriented assignments

• Keep an open mind