Motivating Generations X, Y, and Baby Boomers in the Workplace

Today's multi-generational workplace poses a challenge for managers leading age-diverse teams. Generational differences in values and job expectations can be a cause of conflict hindering productivity in the workplace. Managers must recognize the generational differences so that individualized approaches can be made with motivation, recruitment, and retention.

Generational Values and Personality

When an intergenerational conflict occurs, it is easy to focus on negative stereotypes such as: "Baby Boomers are stuck to their ways..."; "Gen X'ers are difficult to manage..."; and "Gen Y's are selfish and lazy...". It is critical to avoid negative stereotyping and appreciate the differences in each generation's values and personality so as to understand what motivates their behaviour.

Generational Values and Personality Comparative ⁽¹⁾

	Generation Baby Boomers (1943-1960)	Generation X (1960-1981)	Generation Y (1982-2001)
Company Loyalty	Committed to their employers and do not change jobs frequently	Change employers frequently and will leave if their rate of career growth or company culture is not to their satisfaction	Change employers often and will continually look for a workplace that provides them with what they want.
Workplace Environment	Focus on relationships, outcomes, their rights and skills.	Flexible work schedule and location. Telecommuting is very popular with this generation and supports their aim for a balanced work-life.	Casual and supportive environment Very flexible working hours and location.
What They Look For in a Company	Stable employment, career progression potentials	Company that promotes social stimulus, including social events. Company that is involved with their community and encourages their employees to give back.	Avoids bureaucratic companies and a company that has a strong viable social culture and code of ethics.
Management Style	Comfortable with directive command and control management style and values feedback.	Need a mentor or supervisor to encourage and facilitate their career development	Requires instant gratification constant encouragement through rewards, entitlements and promotions. Uncomfortable with directive style of management.
Personality Type	Resourceful, individualistic, self reliant and skeptical of authority	Optimistic, confident, sociable, and have strong morals and sense of civic duty. They put great value on their free time away from work	Have been taught the value of individuality and independent thinking.

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