This document discusses managing the four generations currently in the workforce: Baby Boomers, Generation X, Generation Y, and Generation Z. Each generation has unique characteristics and values shaped by important historical events during their lifetimes. Managing a multi-generational workforce effectively requires understanding the differences between each group so their strengths can be utilized while minimizing conflicts between their differing work styles and priorities. The document provides details on the defining events and core values of each generation.

1. Generations at Work: Managing the Clash of Boomers, Gen. X, Gen Y. and
Gen. Z in Your Workplace
Thank you, , for the kind introduction.
We live in exciting times, Ladies & Gentlemen, and unprecedented times,. For
the first time in history, we have 4 generations rubbing shoulders in the
workplace.
Since the dawn of the 21st
Century, not only has the corporate workplace become
increasingly multi-cultural, it has at the same time evolved to become
increasingly multi-generational.
Year 2000 ………….. Generation Y workers began entering the workforce,
joining maturing babyboomers and Gen X workers, with established career paths
ahead of them. In a few years, Gen Z will be joining the workforce. Each
generation looks at the world differently which in turn shapes their behavior,
their attitudes & motivation in the workplace and the resulting
communication styles they use.
As you can imagine, all this diversity can be dramatically enriching in terms of
finding solutions to business problems but it can also exacerbate tension arising
from conflicting communication styles if not managed properly.
Workshop Objectives (Slide 1) – read silently
General Outline of our workshop, we will look at :
• how important events (handout) in each generation’s lifetime have shaped their
perceptions
• different values and mindset (handout) each generation brings to the workplace
• familiarize ourselves with the core values of each age cohort (handout).
Then in groups, you will discuss:
• strengths (eg. Managing budgets, planning training programs, job security, buying
new equipment, doing voluntary overtime, managing change programs, learning new
technology, new work skills) each age cohort brings to the team
• what conflict might occur across age cohorts on the team
• and finally discuss the strategies you could use to maximize those strengths whilst
minimizing potential conflicts.
Each group will nominate someone to present their results to us, will follow this up with
open-group floor discussion where you ask questions, make comments ……….
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49a6-9fd5-dfd790ccc5bc-150707095554-lva1-app6892.doc

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We will close with a debriefing where I will share with you some of the tips/strategies that
have come from research and case studies of successful companies (if time).
I hope we will all walk away with useful insights that we can apply at work in the days
ahead.
Warmup Quiz:
1. Which generation is sometimes known as the MTV Generation? Gen X
2. Which generation was most marked by the Civil Rights Movement,
Vietnam War and the Women’s Movement? Babyboomers
3. The term ‘latchkey’ kids was applied to which generation? Gen X
4. Which generation suffered cyberbullying? Gen Z (parents are helicopter Gen Y)
Let’s watch a video to cement some of the characteristics of each generation
in your mind before we get into groups. U may not agree with them all but it
represents a starting point (base line) for discussion.
Video: Timeline of the Four Generations in the Workplace
http://managementisajourney.com/understanding-and-managing-the-4-generations-in-
the-workplace/ I mins – no text, just images of the 4 gens incl. vets & music
Video: Defining Moments of a Generation (Silent, Baby Boomer, X, Y)
https://www.youtube.com/watch?v=zyySTAkduiE (all 4 gens), doesn’t play on
Ipad but okay on PC
Babyboomers 0:55 till 2:57 mins
Gen X till 5:46 mins
http://managementisajourney.com/fascinating-numbers-15-influential-events-
that-shaped-baby-boomers/ - not a video, just text
Video: Understanding and Managing Generation X (1:30 mins)
http://managementisajourney.com/fascinating-numbers-15-influential-events-that-
shaped-generation-x/
Video: Understanding and Managing Generation Y
http://managementisajourney.com/15-influential-events-that-shaped-generation-y-
infographic/ (1:30 mins)

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How to motivate people from each cohort group:
Treat them differently when recruiting, mentoring someone
To work effectively with Boomers,
• show them how they can be an organizational star,
• provide them with developmental opportunities, and
• involve them in operational matters
• get to know them personally
• acknowledge their contributions and successes
To work effectively with Generation X,
• partner them with mentors that they respect,
• do not expect them to “give their life to the job”
• (instead promote work/life balance), and
• Give them the end goal and let them do it their way
• Keep rules and supervision to a minimum
• Give them reasons for doing things
• Keep workplace informal with little hierarchy
• Spend time with them
To work effectively with Generation Y,
• partner them with Boomers,
• provide them with structure, and
• be generous with training and orientation activities.
• Tell them you expect them to be heros

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Today, even as the pace of baby boomer retirement picks up its pace,
there’s plenty of their numbers still active professionally for another 15 years
mixed in with Gen. Xers who continue to consolidate their career and
Gen Y. cohorts who as junior managers and well-educated professionals,
are demanding their say in the areas of working conditions, responsibilities,
choice of tasks, leadership etc.

5. Page4
Important events and core values for Age Cohorts
Boomers
1946-1965
(Bill Clinton,
Oprah Winfrey,
Bill Gates
Generation X
1965-1980
Also known as MTV
or Slacker
Generation (Michael
Jordan, Michael
Dell)
Generation Y
1980-2000
Also known as
Nintendo or
Internet Generation
(Zuckerberg, Larry
Page, Beyonce)
Generation Z
2000- present
Millenials or 9/11
Generation
1960 birth control
pills
1970 Women’s
Liberation
1989 Worldwide
Web, MTV- high
octane
programming,
video games,
2001 9/11 attacks,
War on Terror
1962 Cuban missile
crisis
1973 Watergate
scandal; energy
crisis
1992 Reality TV
shows
2004 Facebook – 850
million users
1963 Civil Rights
Movement
1976 advent of
personal computers,
space travel
1999 School
violence
(Columbine
shootings)
2006 Twitter – 465
million users
1965 Vietnam war,
Women’s
Movement
1979 Iran hostage
crisis
Grew up in era of
dramatic
technological
advances, tech
savvy in their DNA,
latest gadgets,
connected 24/7
Cyber-bullying, cell
phone family plans,
ubiquitous texting,
more prevalent
reality TV shows
1966 Cultural
Revolution in
China
1981 Advent of
MTV – 24 hour
music, movies,
shopping channel,
rise of AIDS
Rise of social
media: MySpace,
Facebook & Google
Search engine
Highly-connected,
living in an age of
high-tech
communication
1969 Landing on
the moon;
Woodstock
1987 Stock market
plummets
Technology-driven
lifestyles, prolific use
of social media
1989 Fall of the
Berlin Wall; end of
Cold War,
Tiananmen, space
travel
Heavy impact from
TV
Heavy impact from
TV

6. Page4
Core Values
Value
individualism
Value informality Value morality and
civic duty
Natural networkers
with Smartphones,
readily share
information
Talk shows, reality
TV means everyone
has a voice, anyone
can be a star
Latchkey generation
(dual career
parents), lots of
divorced parents
Helicopter parents
favoring work-life
balance
Expect rewards
regardless of
individual effort
Challenge status
quo, ambitious,
highly educated
Independent, self-
sufficient, skeptical
Sociable, confident,
optimistic, open-
minded
Value instant
gratification,
personal growth,
fulfill individual
goals
Value diversity,
work/life balance,
technology,
continuous learning
Most accepting of
diversity:
multicultural,
family types, sexual
orientation
Participation,
teamwork-oriented
Appreciate mentors,
question authority,
value teamwork
Appreciate
coaching rather
than supervision,
value teamwork
Workaholics, hard
work and sacrifice
All work is just a
job, won’t give their
life to the job, like
flexible schedules,
entrepreneurial
Loyalty to co-
workers over
loyalty to
employers,
jobhopping
Want to be Stars of
the Show

7. Page4
To work effectively with Boomers,
• show them how they can be an organizational star,
• provide them with developmental opportunities, and
• involve them in operational matters
• get to know them personally
• acknowledge their contributions and successes
To work effectively with Generation X,
• partner them with mentors that they respect,
• do not expect them to “give their life to the job”
• (instead promote work/life balance), and
• Give them the end goal and let them do it their way
• Keep rules and supervision to a minimum
• Give them reasons for doing things
• Keep workplace informal with little hierarchy
• Spend time with them
To work effectively with Generation Y,
• partner them with Boomers,
• provide them with structure, and
• be generous with training and orientation activities.
• Tell them you expect them to be heros

8. Page4
Video: Timeline of the Four Generations in the Workplace
http://managementisajourney.com/understanding-and-managing-the-4-generations-in-
the-workplace/ 3:12 mins
http://managementisajourney.com/15-influential-events-that-shaped-generation-y-
infographic/
There is much agreement in business about generational diversity in
the new millennium for American workers. First, most business
researchers agree that there are 4 very different generations in the
workplace: the Veterans, the Baby Boomers, Generation X, and
Generation Y workers. Second, many business leaders and
managers agree that getting these groups to work together
effectively is challenging. Finally, many workers agree that the
different generations look at each other with confusion and
suspicion as they interact together in the workplace.
As a result, generations are colliding in the workplace and business
professionals are working hard to contain the organizational
damage that occurs. Managers and leaders must first understand
each of these groups, however, before they can stop generational
collisions from occurring in the workplace.
The book, Generations at Work, by authors Zemke, Raines, &
Filipczak, provides useful information for understanding each
generation and working with them effectively. Each generation is
shaped by its year of birth, age, and critical events that occurred in
society. These differences give each generation unique work values
and work ethics and preferred ways of managing and being
managed.

9. Page4
The oldest generation in the workplace is the Veterans. The
Veterans were born between 1922 and 1943, and they are also
known as the Greatest Generation, Loyalists, and the Traditionalists.
Notable members of this generation include Jimmy Carter, Geraldine
Ferraro, and Warren Buffett.
Members of the Veteran generation were defined by events such as
the Great Depression and World War II. They survived the Great
Depression, turned the economy around, and fought and won a
World War. As a result, this generation values sacrifice, hard work,
conformity to rules, and respect for authority. They are loyal to
employers. A critical insight in understanding this generation is
their strong belief in paying your dues. From their perspective,
rewards, status, respect, and authority must be earned!
To work effectively with Veterans, let them know that you value their
experience, spend adequate time in orientation and training
activities (including the use of technology), and respect common
norms of courteous behavior.
The second oldest generation in the workplace is the Baby
Boomers. The Baby Boomers were born between 1943 and 1960.
Notable members of this generation include Bill Clinton, Oprah
Winfrey, and Bill Gates.
Members of the Baby Boomer generation were defined by events
such as the Vietnam War, the Civil Rights Movement, and the
Women’s Liberation’s movement. They challenged the status quo,

10. Page4
sought immediate gratification, and set out to fulfill their individual
goals. As a result, this generation values personal growth, team
involvement, and personal gratification. They are ambitious, highly-
educated, and multi-taskers. A critical insight in understanding this
generation is that they are loyal to their careers first and to their
employers second! Baby Boomers see themselves as the Stars of
the Show.
To work effectively with Boomers, show them how they can be an
organizational star, provide them with developmental opportunities,
and involve them in operational matters.
The third generation in the workplace is Generation X. Generation X
was born between 1960 and 1980, and they are also known as the
Post-Boomers, Twenty-somethings, Xers, and Slackers. Notable
members of this generation include Michael Jordan, Jewel (the
singer), and Michael Dell.
Members of Generation X were defined by the Latchkey kids
dynamic (took care of themselves at home as their parent(s)
worked), MTV, and the Fall of the Berlin Wall. Of all the generations,
they came from homes with the highest number of divorced parents.
These events have made them independent, self-sufficient, and
skeptical. They value diversity, work/life balance, technology, and
informality. A critical insight in understanding this generation is that
they tend to view all work as just a job. Generation X are the True
Contestants of Survivor (reality game show)!

11. Page4
To work effectively with Generation X, partner them with mentors
that they respect, do not expect them to “give their life to the job”
(instead promote work/life balance), and refrain from giving them
too much extended hands-on supervision.
The last generation in the workplace is Generation Y. Generation Y
was born between 1980 and 2000, and they are also known as
Millenials, Nexters, and the Internet Generation. Notable members of
this generation include Leann Rimes, McCauly Culkin, and Chelsea
Clinton.
Members of Generation Y were defined by events such as
computers and technology, schoolyard violence, TV talk shows, and
the girl’s movement. They grew up in a supportive environment
where (1) protective parents and other adults attended to their
needs, (2) all kids receive rewards regardless of individual effort,
and (3) punishment was often time-outs. This has made them
confident, sociable, and optimistic.
They also do not always understand their limitations. They value
civic duty, achievement, sociability, and multi-tasking. They are
open-minded, the most accepting of diversity, and unafraid of
change. A critical insight in understanding this generation is that
they like bosses to coach rather than supervise. Generation Y are
optimistic and confident charmers!

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To work effectively with Generation Y, partner them with Boomers,
provide them with structure, and be generous with training and
orientation activities.
Veterans, Boomers, Generation X and Generation Y workers are very
different, and this makes for interesting group dynamics. Defined by
their age, date of birth, and critical societal events, each generation
brings its own strengths and limitations to the workplace. By
understanding the strengths, limitations, and values of each
generation, managers and leaders can minimize generational
collisions. In doing so, managers and leaders will avoid the
organizational conflict, employee turnover, and lost productivity that
occurs when business professionals are unaware of the differences
of the four generations in the workplace.
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