In many workplaces it is not unusual to see four distinct generations: the "Veterans," born before 1946, the Baby Boomers, born 1946-1964, Generation Xs, born 1965-1980, and Generation Ys, born 1981-2000, also known as Millennials or Echo Boomers.
These diverse groups need to work together toward a common goal. How well do they get along with each other? Not so great, according to a 2009 survey by the Pew Research Center. The poll uncovered the following findings:
- Almost eight in 10 people polled saw a major difference in point of view between younger people and older people. That is the widest gap since 1969, the heyday of the "generation gap," when about 74 percent reported major differences.
- Younger people saw differences over lifestyle and relationships; middle-aged people saw difference in manners; and older people cited differences in "a sense of entitlement."
- About 75 percent of people age 18-30 said they went online daily, compared with 40 percent of those 65-74 and just 16 percent for those age 75 and older.
- While 87 percent of respondents under age 30 said they sent or received text messages, only 11 percent of those 65 and older did so.
Don't let differences harm operations
It is pretty clear that we are generationally more diverse. According to the guru of generational differences, Greg Hammill, the director of intern and student programs at Farleigh Dickinson University in New Jersey, this is the first time we have had four distinct generations in the workplace at the same time.
"At work," he writes, "generational differences can affect everything, including recruiting, building teams, dealing with change, motivating, managing, and maintaining and increasing productivity."
Generational differences can have a big impact on hospitals, where large groups of employees work closely together to heal patients and provide efficient care in an era of sparse resources. If the differences are ignored or misunderstood, the result can bring on calamity. Medical errors in hospitals kill an estimated 100,000 patients a year.
With all that is going on in healthcare, enlightened C-suite executives would do well to study the differences between generations so they could better motivate their people to excel in working in multigenerational teams. This could translate into even more competent, superior patient care.
Some specific distinctions
Mr. Hammill and others identify characteristics that define each age group:
- Veterans (age 66 and older): This group believes in hard work, respect for authority, sacrifice, duty before fun and adherence to rules. They give directions and are "command-and-control" personalities.
- Baby Boomers (ages 47-65): The largest group in the workforce today, they tend to be workaholics who want personal fulfillment and believe in consensual and collegial relations. Like the Veterans, many Baby Boomers have limited exposure to computers often do not feel comfortable with the latest gadgets.
- Generation X (ages 31-46): They enjoy fun and informality, but they can also be skeptics, challenging others and even asking why a certain assignment has to be done. At the same time, they want structure and direction. They are cautious dealing with money and are savers.
- Generation Y (age 30 and younger): This group, the offspring of the Baby-Boomers, is tolerant, goal-oriented and entrepreneurial. Since they grew up with computers and the Internet, they are completely at home with technology.
Some tips on handling culture gaps
Knowing each generation's values and habits can be critical in dealing with employees. For example, veterans prefer a formal memo, while Baby Boomers want to communicate in person and the Gen-Y group prefers e-mails or voice mails.
Differing attitudes and expectations can cause friction between generations. Experts like Mr. Hammill suggest bringing the generations together and asking them to talk about how they could do certain tasks differently. They also offer the following tips:
- Don't put Veterans or Boomers on the spot by asking them to demonstrate unfamiliar techniques in front of others. Allow practice time in private.
- The Gen-X group wants learning to be fun. They like visual stimulation and don't generally read as much as Baby Boomers and prefer visual illustrations over printed materials.
- When teaching the Gen-Y group, provide them with opportunities to interact with colleagues and educators.
In short, each generation has distinct attitudes, behaviors, habits and motivational hot buttons. Recognizing them can make the difference between a hospital that runs smoothly and one that could be on the edge of exploding.
Chuck Lauer (chuckspeaking@aol.com) was publisher of Modern Healthcare for 33 years. He is now an author, public speaker and career coach who is in demand for his motivational messages to top companies nationwide.
Related Articles on Generations in the Workforce:
Multi-Generational Leadership: How to Bridge Gaps in Age and Understanding
Mark Laney: Bridging the Generation Gap – the Art of Managing Multiple Generations
10 Key Considerations for Medical Staffing in a Changing Healthcare Workforce