How to – Appreciate Generational Differences In less than three years, four out of 10 of workers in the United Stats will be 45 years old or more and that fact is making a big difference on the needs of the workforce. Every generation is different, and today we can have 4 different generations all working in the same company. So rather than whine about the differences or wonder “why can’t they be like we were (perfect in every way),” use your time to focus on how best to capitalize on the differences that exist.

Although I’m generalizing when talking about these generations, the truth is that each one behaves differently and needs to be valued for the unique contribution it makes to the workplace.

Here's a quick overview of what each generation brings (or doesn't bring) to the table:

Older Worker – Age 60 or older
Upside: These employees bring strength to your team, because they tend to be diligent and committed to resolving issues. A strong work ethic plays out in their efforts to accomplish company goals.
Downside: Rarely excited about change, many of them see technology as a nuisance.

Boomers - Born between 1946 and 1964
Upside: Their often have a "can do" attitude and strive to overcome any and all obstacles before them. Boomers tend to value learning, seen in their efforts be on the cutting edge.
Downside: Known as the "Me" generation, they put an emphasis on acquiring wealth and their own emotional/psychological contentment. They like change only if it serves their personal goals, and it's not uncommon for them to be seen as a rebellious bunch, challenging company policies if those policies don't suit their needs.

Generation X - Born between 1965 and 1976
Upside: This group is concerned about relationships and they have an interest in protecting the natural environment. They believe that treating people with respect is more important than cranking out a product. As a result, they are very good at developing strong relationships.
Downside: Company goals often take a lower priority to individual goals, and CEO’s who have large visions that don’t clearly align actions with adding value for people are viewed with suspicion.

Generation Y - Those 29 and younger
Upside: These employees are confident, ambitious, and community-oriented. Having grown up totally in the computer age, they are enthusiastic and skilled at incorporating technology into their lives. Because Internet use became commonplace in their formative years, it’s almost second nature for them to access the surplus of knowledge available online. It’s early in their workplace history, but they appear to be entrepreneurial and resourceful.
Downside: Being entrepreneurial comes with what appears to be a demanding attitude with little room for individual thinking or planning. Many are easily bored if they're not being mentally stimulated in some way, because they are used to constant stimulation.

Younger workers can benefit from recognizing the stability older workers bring to the table. Older workers would do well to value the relationship and technology focus of the younger generations.

And it’s the smart manager who will find ways to integrate teams in terms of age and experience in addition to age, race and gender. The more people value the differences that others bring to the table, the faster it can be leveraged to move the company toward innovation and profit.  10:58 AM •