Wow!  For the first time in a long time, four generations work side by side in many companies. This causes conflict as well as an opportunity to increase the results we get from the differing perspectives and skill sets.    

A generation is defined as a group of individuals born and living contemporaneously; the average span of time between the birth of parents and that of their offspring. A generation of people shares similar beliefs, values, priorities, and workplace styles due to the fact that the group experienced similar social and cultural events at approximately the same time in their “growing up” years. Keep in mind that there are no hard and fast rules with the different generations – sometimes the aspects/behaviors of one bleed over into another, especially for those on the cusp of a group.  For example, a Gen X-er may behave more like a Boomer in some ways. 

From these differences in the generations, how do we maximize their productivity and minimize distracting conflict?

Definitions of the five groups:

• Matures or Traditionalists – born before 1946, this group feels a strong patriotic connection to the country and expect delayed gratification to be the norm. Sacrifice and loyalty are highly important.
• Baby Boomers – born between 1946 – 1964, this group defines work ethic in hours per week. 
• Generation X – born between 1965 – 1976, this group is naturally skeptical, highly independent and believes actions speak louder than words.
• Generation Y – born between 1977 – 1995, this group is the fastest growing in the workplace, numbering almost 80 million in the U.S. This generation is tech dependent and values immediate feedback in the shortest format possible. They want to make an immediate impact, are willing to challenge and are passionate about what they are doing.
• Generation Z – born between 1995 and 2009, this group will begin entering the workforce around 2020. This group is very self-directed with a high focus on individualism. 

Assessing Your Workforce
To turn your multigenerational workforce into a strategic advantage, your human capital policies need to be flexible enough to engage each group based on their preferences and priorities. 

Below, write in an estimate of how your employee base is spread out among the generations. Then calculate the percentage in the column next to it. In other words, if you have 60 employees out of 250 that are Traditionalists, then 24% of your workforce are Traditionalists. Based on the information above, brainstorming with your Leadership Team or simply getting feedback from the audience (via an employee survey or talking face-to-face), identify what can cause each group to be more connected, engaged and motivated in working with you.  

Contact us to assess your human capital resources and develop incentive programs specific to your company’s multi-generational workforce for a unique strategic advantage. To schedule your CIB Exploration Session, contact us at 800-786-4332, or info@appliedvisionworks.com. To get started immediately, visit our website at www.appliedvisionworks.com and download our Starter Kit.