What's This Generation Coming To?

It’s important to be educated about each generation since nurses cover the span of all 4. More and more nurses are waiting to retire, so it’s not rare to have a Traditionalist and Gen Y-er sharing the floor. Knowing what makes each generation “tick” will better help your nurse recruitment and retention.

Traditionalists, born between 1902- 1946, are 102 million in number, 17% of our population.

This gutsy group grew up with adversity during WWII and the Great Depression. Survival was the way of life. There were shortages of sugar, gasoline, tires and much more. They did without. Leann shared some of their mottos which firmly set their approach to life: “A penny saved is a penny earned.” “An honest day’s work for an honest day’s pay.” During the war they went to work in the ammunitions and other factories, but when the war was over, they went home. “A woman’s place was in the home.”

People worked hard, and overtime if needed, to get work done. Because of the manufacturing economy, working harder and faster and longer made more widgets which meant more money which meant more security. And security was everything to them. That’s why layoffs in the 70s distressed them so. They never dreamed the company for whom they’d worked for so many years would release them with little notice.

Baby boomers were born between 1946-1964. These 77 million constitute the largest part of our working population at 23%.

While traditionalists grew up with adversity, baby boomers entered a thriving new economy after the war. New cars, appliances, and homes were being built at a record pace. The population boomed and millions moved from the farms and cities to create “suburbia.” The proliferation of TV forever changed the way they and future generations would view the world. No longer did only stories from relatives tell them what to think and believe. They began to question rules and policies that had been in place for years. Civil rights movements and war protests emerged. Boomers were told to make love not war and, according to activist Abbie Hoffman, not to trust anyone over 30.

Because of their numbers, they got the attention of politicians, product developers, and the music world. As a result, they grew up thinking the world was theirs for the taking. Instead of working harder and faster like the traditionalists, boomers focused on teamwork, efficiency, quality and service.

Boomers still rule and have the biggest impact on society, business, and politics.

Gen Xers, born from 1965 to 1980, is the smallest generation, totaling 50 million, just 15%. While boomers entered a world filled with optimism and prosperity, Gen Xers entered with social upheaval.

Their parents were the first generation of dual careers. Many boomer moms wore business suits like men and wanted to have it all. Many were called “latchkey kids” because they came home to an empty house. This required them to learn a lot on their own so they became resourceful and independent at an early age.

Xers were a product of technology. Preschoolers were “glued to the set” and were expected to learn ABCs and numbers, not from Mom and Dad, but from a Big Bird on Sesame St.

They became skeptics when what they were taught and what they witnessed were two different things. The institutions they were told to believe in betrayed them. They heard, “Marriage is forever,” yet 40% of their parents divorced. “Work hard and you’ll always have a job.” But they watched corporate layoffs wreak havoc. They are skeptical about institutions and now are working in one. While Boomers are about team, Xers are about themselves.

Gen Y is often called Generation Why? Born from 1981 to 1999, these 81 million will soon top the Boomers in the workforce as 27% of population.

Their parents, who felt they didn’t get enough attention from their own parents, smothered these children with attention. They are sometimes called the “Trophy Generation” because they got ribbons for everything, even “Participant” because everyone is a winner whether they sit on the bench or are the MVP. Every step of the way, their parents guided, directed, supported, coached and protected them. They had graduation ceremonies for preschool and kindergarten and by first grade, felt like the center of the universe.

Young men and women in this group are accustomed to getting regular assessments of how they stack up against others. Concern about getting superlative GPAs to get into college make them obsess and track progress weekly, sometimes daily.

They never knew life without computers and technology and they are expert at multitasking. They can perform their job, listen to an I-pod, text message a friend and talk on the cell phone all at the same time.

These four generations of workers in the nursing community all want or need:

1. To be shown that you care for them as people. Show interest in their personal lives. Encourage them and give them tools to care for their bodies, minds and spirits.
2. Respect for all the skill, wisdom and knowledge they bring.
3. Flexible hours. Gen X and Gen Yers work to live and demand work-life balance, often choosing that over money. Traditionalists and boomers who once lived to work, are now getting tired, with weak knees and sore feet. Offering flexible work hours will help retain all generations.
4. Education and career development. Though this is often the first budget to be cut, it is one of the most important needs expressed by all.
5. To feel important and appreciated. Thank them in public. Write notes of gratitude. Create bulletin boards to display thank you letters, special acts of kindness, etc.
6. Morale boosters. Give positive feedback. Offer motivational reading material, speakers, and support.
7. Good and frequent nursing communication. Often it is not-knowing that creates stress and low morale. Tell them honestly what is happening, trust them with the truth.
8. Feedback. Gen Ys are known to need frequent feedback and assessments, but all generations need it in these ever-changing challenging times. In formal evaluations or every day communication, let them know how they are doing. Mention strengths and areas of need.
9. To celebrate success. When unit or organizational goals are achieved, celebrate …often! Throw parties and pot-lucks.
10. Recognition, personally and professionally. Pay attention to achievements at work, home, or the community. Give pins, certificates, and gifts to honor accomplishments.
11. For you to hire the right people.
12. And fire the “wrong” ones. Get rid of low performers and create an environment to recognize the best. One negative poor performing worker can spoil the morale and productivity of an entire unit.

TONE leaders--It’s important to be educated about each generation in order to properly recruit and retain nurses. In the nursing community, all four generations are challenged, respected, coached and supported because, after all, they have a lot in common. Knowing what makes them “tick” will make your life much easier.