Traditionalists (born 1922-1943):

• They are hard workers
• They adhere to rules and regulations
• They believe that happiness and success come with dedication and loyalty
• They don’t need to be instantly thanked for a job well done
• They do their jobs without complaining

Baby boomers (born 1944-1960):

• They are optimistic
• They are competitive and materialistic
• They are self-aware and they get involved in the community
• They view change as sometimes painful, but inevitable
• They find it difficult to manage younger employees who don’t “fit the mold,” which often creates a large generational conflict

Generation X (born 1961-1980):

• They value diversity.
• They want a balance of work and fun in life.
• They like change and informality.
• They are self-aware, independent, and resilient.
• They were often “latchkey” kids growing up.
• They feel strongly that they don’t need someone looking over their shoulder. At work, they do best if they are given an assignment and the necessary tools, and then are allowed to devise their own plan for how to reach their goal.

Nexters or millennials (born 1981-2000):

• They are optimistic and believe in civic duty
• They are confident and like achievements
• They are change masters and want things “faster”
• They have never known the world without electronics
• They need frequent feedback from their managers, preceptors, and mentors

Although a lot is said about diversity in the workplace with regard to race, culture, religion, and gender, one cannot forget the diversity of age. And just like the experts tell us, we must embrace this diversity, respect the differences, and find ways to make it work. Here are some suggestions for how to deal with conflicts that may arise among people of different generations who are working together:

• Recognize when age is an issue and confront it with respect and tact.
• Ask about and discuss the expectations both parties may have of each other:
  —”What are your expectations of me?”
  —”Whom can I go to if I have a question or problem?”
• Look for ways to compromise. Younger workers have little patience for unessential delays. If a barrier pops up, make it work for you.
• Divide a big project into smaller parts, assigning the right part to the right person.

What are your best strategies for collaborating with multigenerational staff?

Editor’s note: This excerpt was adapted from the newest book in the Stressed Out Series, Stressed Out About Your Nursing Career. Be sure to pick up your copy today!