Managing the Generation Mix™ - Part II By Dr. Carolyn Martin & Bruce Tulgan

While demographers differ about exact generational definitions, most experts agree that there are four distinct generations in the workforce today, and each generation has its quirks and preferences:

THE SILENT GENERATION ("the Schwarzkopf generation"; born before 1946; roughly 10% of today's workforce): Years of experience have taught Silents to rely on tried, true, and tested ways of doing things. “When in command, take charge. When in doubt, do what’s right.” After years of working under command-and-control management, Silents must use their wisdom to face the radical changes in the new workplace. We recommend:
(a) Leaders should respectfully assert authority and demonstrate their own track records. (b) Teach Silents in a safe environment and engage them as teachers. (c) When Silents retire, re-hire them as part-time project leaders and coaches.

BABY BOOMERS (Born 1946-1964; roughly 45% of today's workforce): Boomers paid their dues and climbed the ladder under the old rules and now find themselves operating amidst constant downsizing, restructuring, and reengineering. Boomers still pride themselves on their ability to survive “sink or swim” management, but fewer today are willing to keep up the frenetic pace. Boomer women led the charge for workplace flexibility and now many Boomers have caught on to the free-agent mindset. We recommend:
(a) Leaders should become coaches who facilitate, not dictate, results.< (b) Offer Boomers flexibility, authority and respect. (c) Challenge Boomers to keep growing (in their own way).

GENERATION X (Born 1965-1977; roughly 30% of today's workforce): Xers formed the vanguard of the free-agent workforce. Now Xers are growing up and moving into positions of supervisory responsibility and leadership, but they are not settling down. Xers remain cautious and they know their security rests in staying on the cutting edge. They’re still willing to sidestep rules to get things done smarter, faster and better. We recommend:
(a) Leaders should always be answering the GenX question: "What's the deal?" (b) Manage Xers with coaching-style FAST Feedback and credit for results. (c) Push Xers to keep learning just-in-time for every new mission.

GENERATION Y (Born 1978-1986; roughly 15% of today's workforce): Coming of age during the most expansive economy in the last thirty years, Gen Yers are the children of baby boomers and the optimistic, upbeat younger siblings of Gen Xers. The first cohort of truly “Global Citizens,” they are socially conscious and volunteer minded. GenYers have been told that they can do anything… and they believe it. They are poised to be the most demanding generation in history. We recommend:
(a) Leaders should get to know Gen Yers’ capabilities and put them in roles that push their limits. (b) Treat them as professional colleagues and they will act like professionals. (c) Keep Yers focused with speed, customization and interactivity.  

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Managing the Generation Mix™

For more information about Managing the Generation Mix (HRD Press, 2002) by Dr. Carolyn Martin and Bruce Tulgan, or about the Managing the Generation Mix™ training program or keynote presentation, please contact Mark Kurber via phone (203.772.2002 x110) or email.