Manager's Guide to Handling a Multigenerational Workforce

Nursing is a stressful job; nurses work side by side under sometimes difficult conditions. Effective managers assist multigeneration nurses to work together successfully, while respecting the needs and differences of the generations in the nursing workforce.

Diversity of generations also leads to diversity of thought which can be very valuable to the nurse manager, staff nurses and ultimately patients.

Each of the four distinct generations shares experiences, birth years, world events and also a group personality. No profile of the generations is flawless, however generally speaking, the following information is consistent in the literature which discusses this issue.

1925 to 1945- The Veterans/Traditionalists

This group of individuals is influenced by their experiences during two wars and the Great Depression. They value the lessons that history can provide. Their experiences with economic and political hardship has made them value work itself rather than the personal meaning that work can provide. They are hard-working and cautious. They respect authority and are willing to sacrifice for the common good. They are more likely to stay in one job for the duration of their career, as they believe that advancement should be based upon seniority. They do their job and don’t complain.

1946 to 1964- Baby Boomers

These individuals grew up in a culture of prosperity. The world was seen as generally a safe place. They grew up in nuclear families. These individuals experienced the assassination of President Kennedy, the Vietnam War and the civil rights movement in the United States. As a result of both of these negative and positive experiences, Baby Boomers are not afraid to speak their minds. They are egocentric and like to think that they have rewritten the rules.

There are more Baby Boomers in the workforce than there are members of any other generation and many of today’s nursing leaders are included in this generation. Baby Boomers are competitive and ambitious. They value equality in the workplace and in society. They respect authority, but are more likely than Veterans to challenge the rules.

1965 to 1980- Generation X

Members of this generation grew up with the rise in the inflation rate, rise of technology in nursing and the rise of AIDS. Also, they grew up with a change in family structure. Some were “latchkey” children, as both parents worked outside the home. The divorce rate rose rapidly during these years, so many others were children in single parent homes. They therefore witnessed firsthand the stress of working long hours and attempting to manage a family life. They tend to be independent and place a great deal of importance on being able to complete a job and on being given freedom to do it how they see fit.

Generation X’ers are more concerned with leisure time than they are with monetary compensation. They focus on short-term benefits like child care, time off and other immediate forms of gratification rather than pension plans.

1981 to Present- Millenials/Generation Y

This generation was raised during years where violence, drugs, terrorism, natural disasters and pop culture have been prevalent. The parents of this group were involved in their upbringing, such as coaching them in Little League Baseball or chaperoning other extracurricular activities. These individuals generally have a high degree of self-confidence, but are sometimes lacking in social skills. Multiculturism is a way of life and they are tolerant of others.

These individuals grew up using the internet and other forms of technology on a daily basis. Cell phones are a necessity, not a luxury. They are locally apathetic but concerned about global issues. Millenials take everything on a very personal basis. They expect a great deal of feedback, preferably immediate, and job satisfaction is very important. Millenials do not respect authority and do not manage time as well as other generations.

The majority of nurses are or will be at retirement age in the near future. It is therefore critical that nurse managers or leaders not only understand the differences between the generations, but more importantly, understand their needs so that nurses will want to remain in the workforce as long as possible. Motivation, coaching, and tolerance are skills that all of us, as nurses, no matter what our role, must cultivate to enhance the strength, both in numbers and in quality, of our profession.