"Respect:we deserve it too!"

"The kid wants a promotion after six months on the job", no way, they need to pay their dues"

Comments like these are common in today's workplace. For the first time in Canadian history four generations are working together under the same roof. The traditional roles, where age = seniority, are breaking down and causing new workplace team dynamics.

Flatter organizational structures and demographic change brought on by aging boomers have created a multi-generational workplace creating both opportunities and challenges for employers. Differences of opinions are occurring between generational cohorts based on vastly differing ideas of work ethic, adhering to process or notions of authority. Often when these differences do appear they are not recognized to be a result generational ideals making it difficult to resolve those issues. Many employers are finding that these differing expectations are seriously impacting team productivity. Forward thinking organizations are recognizing the importance of harnessing and leveraging generational differences and the benefits of doing so - from cross-generational collaboration to overcoming ageism based compartmentalization.

Several prominent authors have identified four distinct generations. Each one spans over 20 years, pointing to many differences within and between each generation. Every group has a different set of values relating to work, leisure, family etc. When thinking about generational diversity it is helpful to view it as a continuum, which demonstrates an almost natural progression shaped by key events during each generation's formative years.


GENERATION Y On one end of the continuum, we find the optimistic and techno-savvy Generation Y. They are taking on the workplace with a whole new attitude and high expectations. This generation is known under many labels, Millenials, Gen Nexters or the Internet generation. Born between 1981 and 2000, the oldest of this cohort are starting their careers. The largest generation since the baby boomers, by 2020, they will make up approximately 20% of the workforce.
How to Keep Generation Y Motivated? As a manager your best bet for engaging and retaining this optimistic group is to be a mentor as well as a manager. Give them challenging and rewarding projects and tasks, and guide them along the way. When they present you or a group with a new idea or strategy, ALWAYS treat it respectfully.

TRADITIONALISTS On the other end of the continuum, we find Traditionalists. Some suggest calling this generation the "Veterans" or the "Greatest Generation" to highlight their achievements. Born between 1922 and 1943, the youngest of this cohort have reached retirement age. Many are leaving the workplace even though experts estimate that more than half would rather keep working.

How to keep traditionalists motivated? This generation should be valued for the knowledge they have gained, and expect you as a manager to demonstrate this. An effective way to demonstrate to this group that you value them and desire a continued contribution offer on-going training, especially in working with technology. To keep these workers (and their knowledge) offer flex time and temporary employment.

GENERATION X In the middle of the continuum we find Generation X, fairly small in numbers but with a distinct attitude towards life-time employment and leadership. Born between 1961 and 1980, this is the generation of latch key kids, who witnessed their parents being downsized after decades of loyalty to their respective employers, are said to have lost their confidence in institutions. They are described as cynical and unconcerned with authority, rules and process. The independence that this group retains so fiercely makes them very resourceful and self-directed. Give a Gen Xer a challenging task, sit back and wait for them to bring you their successes.

How to keep Generation X motivated? Give your Gen Xer feedback as they work through a program or project, but avoid micro-managing. Your best bet when this generation brings you that success is to provide a tangible reward - cash, gift certificates for a night out show you value them and offer a reward that highlights work life balance.

BABY BOOMERS Born between 1944 and 1960, this post-war generation marked the beginning of an upward-trend in birthrates. This large population of boomers is now nearing retirement age and many of them plan to keep working and try out new things.

How to keep Boomers motivated? Many baby boomers have reached or are nearing "retirement age" and appreciate assistance in retirement planning. Many boomers would prefer gradual retirement. Managers that offer part-time, job sharing and flextime are successful in keeping this generation on the payroll. Technology can be a challenge for this group. Training can reduce burnout, job obsolescence and career plateauing.

LEVERAGING THE FOUR GENERATIONS AT WORK: Forward thinking organizations are leveraging the tremendous opportunities that lie in engaging human capital across four generations. For organizations to be successful in attracting, retaining and developing a diverse talent pool, they have to create a culture of inclusion where different styles of working, communicating and managing are integrated. Some strategies to do this include:

• Awareness of different attitudes towards work and flexible employment options will go a long way in tapping into the huge pool of Gen Ys, i.e. negotiating their first compensation packages; their focus on technology, flexible work schedules and spaces
• Filling the leadership pipeline with Gen Xers
• Retaining the vast experience of the 76% of retirement-age traditionalists and boomers ready to start their second career who demand work- life balance this time around.
• Train managers on the generational differences
• Set up "two-way mentoring" - opportunities for Gen Y to provide training to Traditionalists in technology, and the Traditionalists will most certainly teach their Gen Y counterpart a thing or two about your organizational culture and share years of invaluable experiences. This clearly demonstrates you respect Gen Y, and provides Traditionalists with continuing learning opportunities. These groups tend to get along and you will be surprised at how much they can teach one another, and you reap the increased productivity and reduced turnover.

June 19 Dragon Boat Festival - China, Hong Kong, Taiwan
Honours the poet Chu Yuan, who drowned himself in protest of social injustice in 277 B.C. Dragon Boat races are held in Canada throughout June and July.

June 27 Multiculturalism Day - Canada
Canada Day of learning more about the contributions that various communities make to Canadian society and to celebrate Canada’s richness and diversity.

July 6 Dalai Lama's Birthday - Tibet, Buddhism
Born in 1935, Tenzin Gyatso was recognized at the age of 2 as the reincarnation of the Dalai Lama; he accepted the Nobel Peace Prize for his work on global human rights in 1989.

July 9 Martyrdom of the Bab - Baha'I
Ali Mohammed, the Forerunner of Baha'u'llah, and Prophet-Founder of the Babi Faith, was executed in 1850 by Persian political and religious powers; observed by abstaining from commerce and work.

August 4 Caribana Festival - Canada (Toronto)
From June 20 to August 6 with the parade on August 4; Caribana was created by people with a common West Indian heritage; it is the largest Caribbean festival in North America.

Aug 13-15 O-bon Day - Japan/Buddhism
Honouring deceased ancestors; also celebrated in Vietnam and China with varying customs. In some regions in Japan it is celebrated July 13 – 15.