Managing different generations at work.

• Author: Marshall, Jeffrey

Does every generation present a different face in the workplace? Some sociologists and management experts, not afraid of being accused of facile generalizations, say yes, and offer overall attributes for each group.

The Loyalty Factor, a training and management consulting firm based in Portsmouth, N.H., even includes a module in its training curriculum on Managing Today's Multigenerational Workforce, which "teaches leaders how to effectively deal with employees of all ages." Loyalty Factor trainers stress that workers of differing ages must not be led and managed in the same manner.

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"Every generation is motivated by different factors and brings their own expectations into the workforce," says Loyalty Factor President Dianne Durkin. "True leaders recognize those differences and manage their employees accordingly."

As Durkin explains it, the different generations sometimes have overlapping or complimentary attitudes; understanding these attitudes may be very useful for employers. In an interview, Durkin surveyed the generations now in the workplace and made these observations:

* 1. Veterans -- born 1922 to 1945: They want very clear direction, she says. "They grew up in a world where no one bucked authority. It you give them a job, they want to go do it." They are willing to work hard, and they're loyal and dependable, with strong value systems; often, they brought their children into their own companies.

In a team environment, she says, "they need a strong leader who enforces the rules and agreements." They need to see the benefits of a new approach, and may be inclined to say, "We've never done it that way before."

* 2. Baby Boomers -- born 1946-1964: The fabled Boomers, the largest generation in American history, commonly rejected their parents' core values in their earlier years. "They invented work as self-fulfillment and proving themselves," Durkin says, and have "defined themselves by their careers. Many are in management." They can be self-righteous and self-absorbed, she says.

Yet the Boomers see a lack of respect for authority in the succeeding group, "Generation X," and resent that. In teams, Durkin says, Boomers "have to have a meaningful role, and to prove themselves. That can override the commitment to the team."

* 3. Generation X -- born 1965-80. Unlike the Boomers, "Xers" view work as just a...