Cross-Generational Management

 

by Bartholomew J. Timm

 

Three of the most diverse generations to ever exist simultaneously are in the workforce. How can you possibly manage their disparate needs, wants, and aspirations? Here I explore some of the differences and similarities of the three generations and strategies for managing them.

 

Who they are: Generation Y-ers were born between 1978 and 1989; Generation X-ers, between 1965 and 1978; and baby boomers, between 1946 and 1965. Today, there are approximately 70 million Gen Y-ers, 45 million Gen X-ers, and 79 million baby boomers. 

 

What's important to them: Gen Y-ers have high expectations of themselves and others and value creativity, impact, and change. Gen X-ers value flexibility, impact, challenges, and change. Boomers relish work, play, stability, and loyalty.

 

Here are some tips on managing across generations:

Opportunities are important to all three groups. Gen Y-ers feel that promotions and advancement are their right and tend to be very impatient. This generation has been fairly spoiled and expects frequent praise. 

 

Gen X-ers, sometimes referred to as the "sandwich" generation, feel stuck between the impatient Gen Y folks who want to move up the ladder now and the baby boomers who are not retiring and giving up their slots. The baby boomers are looking for different opportunities and the chance to prove that they can still contribute in meaningful ways.

 

The bottom line is that cross-generational management requires you to spend a great deal of time talking with individuals to find out their needs, wants, and preferred communication styles. The age of one-size-fits-all is clearly gone. The most successful leaders are those who are flexible in their styles, have exceptional listening skills, and are adept at continual learning.

 

Timm is director of the Georgetown University Graduate Program at Oxford University. He can be reached at Bjt9@georgetown.edu.