Four generations sharing one workplace. Yikes! This was not supposed to happen. One generation remembers rotary phones and AM radio. Another generation thinks dial-up Internet is “old school” and that vinyl was made just for couches. Now you have to manage all four generations at the same time. Good luck, right?

Not exactly. Having four generations in one workplace is actually a good thing, a very good thing. Each generation brings different strengths, perspectives, and experiences that can be a huge advantage in your workplace when managed effectively. The key is recognizing the different generations, including your own, and managing across them based on proven strategies and frontline-tested actions.

This blog post will give you a quick snapshot to get you started in the right direction—whether you text, tweet, or actually talk on your mobile phone.

The Four Generations

• Gen Y: Born about 1977 to 1995
• Generation X: Born about 1965 to 1976
• Baby Boomers: Born about 1946 to 1964
• Traditionalists: Born Pre-1946

Gen Y, aka Millennials, was born from 1977 to 1995. In the U.S. there are about 79.8 million members of this generation. I’m proud to be one of them (and, yes, I text my mom every day). We are currently the fastest-growing generation in the workforce, representing the entire 16- to 33-year-old demographic.

Along with a new definition of “business casual,” Gen Y is the only generation in the workforce that has never expected to work for one employer our entire life. We also are guided by super-sized career expectations (Why can’t I be a manager? I’ve been here a whole month!), a desire to make a difference right away, and Boomer parents who continually save us from consequences.

Older generations believe that Gen Y is tech savvy. My work around the world shows this is not true. Gen Y is not tech savvy; we are tech dependent. This is a critical distinction. We don’t know how technology works; we just know we can’t live without it.

Gen Y’s big expectations, desire to make a difference for their employer, and need to stay connected position us as high ROI employees or a costly challenge depending entirely on how you choose to manage us.

Generation X was born from 1965 to 1976. They came of age during a time of scandals, fallen heroes, and storied institutions failing to deliver on promises. They have witnessed everything from downsizing and outsourcing to rising divorce rates and lines at the gas pump. Major corporations broke the lifetime employer/employee promise by laying off Generation X’s parents and older friends, and then offering no apology, only a rusty locked gate. The result is that Generation X is famously skeptical and, I think, for good reason. I often joke in my keynotes that Generation X double-checks my facts while I’m speaking.

While Generation X is naturally skeptical, they can become extremely loyal employees. However, they are often more loyal to those leading them rather than to their employer. When it comes to working with Generation X, it’s important to keep your commitments big and small—especially when they are counting on you to meet a deadline. Without a doubt Generation X can become fantastic colleagues and leaders, just be sure to tell them where you found your data—and, no, Wikipedia.com does not count.

Baby Boomers were born from 1946 to 1964. They are the workaholics of the modern organization. Boomers realized early on that the key to job security and career success was to work harder than the person next to you, which they still do to this day. They arrive at work early, stay late, work on weekends and expect others to do the same—which really scares Gen Y. As one Boomer manager told me, “Sure, our Gen Y employees can telecommute, as long as they show up to work in our office Monday thru Friday, from 8 to 5.”

As bosses, Boomers believe you must be prepared for the unexpected (which is why they carry two pens instead of one). They also value policies and procedures, so keep those margins at 1.5 inches. While Boomers will not retire en masse as once feared, they will eventually begin to ease up on the long work hours to pursue more lifestyle-friendly jobs. This will be a big shift because Boomers are currently the most influential generation in the workplace as they have risen to many leadership positions. Ironically, Boomers will end up following the advice they gave their Gen Y kids, “Do what makes you happy!” This pursuit of happiness led Gen Y to college and beyond, and then right back home.  

Traditionalists, aka Matures, were born Pre-1946. Their most formative experience is a deeply rooted military influence. The military was a fixture of their coming-of-age experience, both directly (rationing) and indirectly (Pearl Harbor). At the same time, Traditionalists endured the Great Depression or its immediate aftermath and became conditioned to survive on as little as possible; they are the true “waste not, want not” generation. Traditionalists take pride in believing that a person should do “an honest day’s work for an honest day’s pay.” They are also comfortable with delayed gratification, which you often see when they are driving.

My grandfather is 90 years old and a proud member of the Traditionalists generation. When I ask him to tell me about his experience in World War II, all he will say is, “We left a lot of good people behind.” That’s it. Nothing more. He doesn’t want to show off or draw attention to himself. He is a good listener, extremely patient, and truly one of my heroes. My respect for him is not surprising since Traditionalists are the generation that Gen Y most trusts.

Each of these four generations brings a highly valuable and diverse skill set, mindset, and perspective to the workplace. Forward-thinking leaders like you will see the opportunity hidden in this challenge and use it to advance your organization and career. It’s also a great way to increase your number of friends on Facebook.