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This is the first time in history that we have four generations in the workplace so the challenge for leaders is how to engage them and have everyone work as a team. The following material is adapted from Y-Size Your Business by Jason Dorsey, which also contains excellent ideas on working effectively with Generation Y (18-36 year olds).  Realize that any discussion of generations relies on generalizations and there will always be exceptions and people who are on the cusp of two generations. Keep an open mind especially with regard to comments about your generation J).  Also realize that when each generation entered the work place they carried their own set of beliefs, values, preferences and priorities.  Before I outline the four generations lets look at the four critical factors that shape a generation. Each generation is also affected by the major events that occurred as they were growing up.

• Parenting trends-how we are raised is the greatest influence of how we behave at work. As examples Boomers (49-66) were raised to believe they would have to rely on their own efforts and initiative if they were going to get what they wanted from work and life. They were not going be allowed to move back home. The Gen Yers’ (18-36) parents wanted it to be easier for them than they had it so Gen Y became dependent on them hence they tend to want all the freedoms of being an adult without any of the responsibilities.

• Technology-because of exposure each generation has a different relationship with technology.  While all generations are learning to use what is available the Gen Y are totally dependent on such things as smart phones and perhaps even sleep with them.

• Economics-beliefs about money are forged early in life and impact workplace decisions.  As an example the Matures (67+) grew up in the Great Depression and are consummate savers and probably pay cash for most things. On the other hand Gen Y has come of age surrounded by more affluence than any generation in modern US history.  They have been pummeled with the idea that success is all about money and excess spending means extra successful.

• Life span-how long we think we have to live affects what we do with the time we believe we have left.  For Boomers the typical retirement may have changed per the economic situation and potentially having to assist their adult children. Typically retirements would free up promotions for the next generation which hasn't happened so Gen X (37-48) may feel stymied and see large numbers of Gen Y flooding the market right behind them.

So what are the four generations?

• Matures were born before 1946  and in 2013 are at least 67.
  • Formative events were the Great Depression, Pearl Harbor and World War II.  Because of their deeply rooted military connection they believe it’s more important to fit in than to stand out.  They have a strong sense of duty and honor.  They are highly ethical, unwaveringly loyal, and lacking the need to show off 

• Baby Boomers were born 1946-1964 and thus in 2013 are 49-66. These tend to be currently the formal leaders.
  • Formative events were the Cold War, Civil Rights movement, Vietnam, and the first moon landing. These people tend to be workaholics having learned the key to job security and career success was to outwork the competition.  When they win they want to hear the applause and their success measure is hours worked. They believe no short cuts are available to younger people who must pay “their dues” before getting promotions.

• Gen X were born 1965-1976  and in 2013 are 37-48
  • Formative events were Watergate, Personal Computer boom, and were “latchkey kids” as both parents worked. They are waiting to move up. They witnessed downsizing, outsourcing and employer/ employee promises being broken so they are notorious skeptical. They take no one at face value. Feel they might work some place else one day.  Loyal to individuals not necessarily organizations and the more career options they have the more secure they feel. 

• Gen Y aka Millennials were born 1977-1995 and in 2013 are 18-36
  • Formative events were Baby Boomer parents, Internet, and Sept 11th. Are the fastest growing generation with 78 million people. They were told if they could dream it they could achieve it. Very dependent on technology and constantly stay connected to everything and everyone.  Don't believe in “paying dues” as they got a trophy for just showing up. Never expect to work for one employer their entire career. They believe they are uniquely talented and can bring immediate value to any employer.

So given these generational differences what can leaders do to engage them all and forge effective teams?  Please share your thoughts and things you are doing to bridge the gaps.  If possible please use the Pharmacy Leadership Community Discussion Group so we can all benefit from everyone’s thinking.