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How do generational differences play into management?

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Sometimes understanding the general differences in age groups and life stages can help you better get along with employees�and give you insight into what matters to them and why they act the way they do. Understanding, and acknowledging, these differences is key to being able to better manage workers of differing generations.

Here�s a breakdown of the generations, their traits, and tips for working together:

Veterans, born between 1922 and 1945:

Veterans often prefer a consistent workplace and they conform to the prevailing work culture. They exhibit more of a traditional work ethic and loyalty to their employer and follow directions well. Security and clear expectations are important.

Don�t be surprised if Veterans use a more formal communication style�something that may conflict if management is of a different generation. And forget about talking personal lives. They often keep personal and business lives separate and are very rules-oriented.

These folks derive job satisfaction from money and feeling needed; they often want to contribute, lead, and exercise control.

Baby Boomers, born between 1946 and 1960:

Baby Boomers are known to manipulate rules to meet goals. They�re often service-oriented people pleasers, and can be sensitive to feedback�something you need to know as their manager.

In general, they�re optimistic, driven, more free spending, and care what others think. They like time to discuss ideas, so make yourself available to them to allow for this characteristic. Baby Boomers often derive job satisfaction from financial rewards, peer recognition, and prestige; they wants the job to enhance their egos.

Gen-Xers, born between 1960 and 1980:

This work force can work well with others, but are just as happy working alone. They tend to be informal, self-reliant, pragmatic, and technologically competent.

They want a better balance between work and home, which can cause problems if someone from an older generation is their manager. These people often don�t want to put in the long hours or �pay their dues� as those of the Veteran and Baby Boomer generations felt they had to do.

When speaking with Gen-Xers, understand that their communication style is generally more casual, and that they�re often not intimidated by authority. They�re more skeptical than previous generations, so keep that in mind when giving them information.

Gen-Xers often derive job satisfaction from time off; mentoring; skills training; bonuses; meeting goals; and recognition from the boss.

Gen Y, born between 1981 and 2000:

This youngest generation is interested and comfortable with new technology, they�re less experienced at handling difficult people, and they can require more supervision, in general. Diversity is a big concern for many of this generation.

For the most part, they�ll work with the system when they understand it. They�re resilient and tend to work longer hours to meet goals.

Gen Y-ers derive satisfaction from time off; mentoring; meeting goals; and reading and learning. They want to build their skills for the next job.

Next Page: What can I do to better manage people?

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