Managing multigenerational employees

The generation gap today is the greatest, most complex and most challenging it has ever been for managers. Understanding a bit more about multigenerational employees can help you better communicate with and manage your team and help them work more effectively with each other.

Right now, businesses are juggling at least three, and sometimes four!  generations of employees with conflicting expectations and preferences. Never before has it been so important to know how to manage and motivate multigenerational employees.

Baby Boomers find Gen X to be impatient and unwilling to put in the extra effort. Traditionals, the oldest group, hate change and resist technology. Gen Ys, the Millennials, find everyone and everything moving too slowly and taking too long. Younger generations want to do everything using technology; Boomers prefer to meet in person; Traditionals think it’s all balderdash and nonsense!

Loyal and true

Traditionals (1922-1943/46) Are Loyal and True.  While some companies still have a smattering of Traditional employees, most are retired or retiring soon.  The Great Depression and World War II shaped Traditional employees. They are dedicated, loyal employees who view work as an honour and a privilege and who often work for the same company for their entire careers. Traditional employees tend to see things as either black or white, resist change, and believe that rules and regulations should be followed without question.

It is important for managers to recognize the contributions of Traditional employees and give them an opportunity to share their knowledge and lifetime of experience.

Workaholics and networkers

Baby Boomers (1943/46-1964) Are Workaholics and Networkers.  While many Boomers are moving into retirement many are continuing to work.

The Baby Boomer generation was the largest generation in history, eclipsed only by the Millennials. Boomers are all about change—the Women’s Movement, the Civil Rights Movement, the Sexual Revolution, demonstrations. As a group, Boomers have made huge changes in how business works.

Baby Boomers live to work and will spend long hours both on and off the job in order to succeed and get ahead. They often expect everyone to do the same. If you finish work early, you either need more work or need to help someone else, not go home for the day!

Networking with and forming a personal relationship with your Boomer employees are important since Boomers generally prefer inclusive managers. Reward them with public recognition for a job well done, promotions, and money.

Flexible and impatient

Generation X (1964-1980).  Gen X has a smaller population; many Boomer women did not have children. Gen X and Boomers probably make up the largest employee population.

An impatient generation that focuses on results, describe your expectations and deadlines, and then turn them loose to deliver! Processes tend to get in their way, and they are not above circumventing them. These employees prefer communicating by email or text rather than meet in person.

Loyalty is not on the table. Gen X will jump ship if they don’t like something and can’t change it. The especially dislike being monitored or micromanaged. These employees introduced flexible benefits to the workplace and value work/life integration, so reward them with technology tools and time off.

Why not?

Millennials/Generation Y (1980-2000).  Millennials have been called “Generation Why Not?” They question everything, are not impressed by rank or title, and believe that everyone should be treated equally. Growing up on teams, they like working with others.

This generation doesn’t understand workplace politics and tends toward making a faux pas. They appreciate being mentored by someone who is patient and willing to teach them the ropes but avoid patronizing them.

Millennials are the most technology-savvy generation, and they love high-tech solutions. Give them clear expectations, provide high-tech tools, and be willing to nurture them. Reward them with meaningful assignments and high-tech tools.

The Keys to Managing Multigenerational Employees

As you can see, each generation requires a different approach and motivation. Despite their differences, every generation wants to be respected and valued for what they bring to the workplace. Help your multigenerational employees to appreciate each other and understand that their differences can strengthen the team.


Knowledge Experience Resources to help you succeed as a

With more than 20 years of experience as a successful entrepreneur and communications consultant, I deliver practical, real-world solutions and answers to create and support successful professionals.

My programs and services help you:

Develop as a professional
Stand apart from your competition
Increase your profits and income
Raise your visibility

Before starting my business, I was a communications officer for a major international financial institution and as an independent contractor for more than 20 years, I understand what you need to succeed.

My programs and services include:

Employee, staff, and professional development programs
Content marketing services
Product development

Contact me for a free 20-minute call to find out how I can help you succeed as a professional.