The Schwarzkopf Generation (6.5% of the workforce, born before 1946):
"Take charge and do what's right."
- Meet with Schwarzkopfers regularly to provide rigorous feedback, problem-solve, trouble-shoot, and provide resources.
- Ask Schwarzkopfers to create standard operating procedures for every one of their tasks and responsibilities with clear, concise, step-by-step directions. Start using these knowledge-transfer assets as just-in-time training tools.
- Create a "go-to" list of Schwarzkopfer experts younger workers can contact when they need wisdom on a customer, client, process, project, or procedure. Formalize job shadowing, cross training, and job sharing opportunities so younger workers can experience the work Schwarzkopfers do up-close and personal.

Baby Boomers (41.5%, born 1946-64):
"Trendsetters to the end... Or just getting started?"
- Publicly acknowledge and reward Boomers for expertise and special contributions.
- Identify talented Boomer workers who are nearing retirement and help them redefine retirement so their skills and talents stay with you for as long as possible. How can you include them in succession planning and knowledge transfer?
- Encourage Boomers in leadership positions to identify and develop high potential employees so there will be enough bench strength to keep the core group strong and take over leadership roles as necessary.

Generation X (29.5%, born 1965-1977):
"I have to keep my options open."
- Xers are the perfect lateral recruiting pool---internal and external---as they seek increased status, authority, prestige, and rewards. Push Xers to accept more responsibility and then recognize them for that growth and development.
- Offer Xers opportunities to develop marketable skills, guidance to help them advance their careers, and flexibility with schedules, assignments, locations, and choices of coworkers---but always for a price. Make the quid-pro-quo clear.
- Help Xers build one-on-one loyalty relationships with coaching-style managers, decision-makers, and wise mentors who can offer them the kind of learning not available from other sources.

Generation Y (22.5%, born 1978-1990):
"High maintenance equals high performance."
- Take the time to get to know each individual's strengths and weaknesses. Listen. Ask about their aspirations. Show them you care about their success.
- Provide Yers with hands-on coaching, direction, and support every step of the way. Make their on-the-job learning dynamic and personal. Help them work faster and better. Repeat and clarify expectations on a regular basis.
- Help Yers hit the ground running so they can start adding value and earning rewards from day one.