The Online Journal of Issues in Nursing, published an article Leading a Multigenerational Nursing Workforce: Issues, Challenges and Strategies discussed today’s nursing workforce has four different generations including workforce differences in attitudes, beliefs, work habits, experiences, expectations, and generational diversity working together as nurses in teams. In the past working nurses have usually retired or cut back by some time in their 50’s. However, a traditional employment pattern has seemed to have changed due to life expectancy and retirement plans making the fastest growing RN labor market the reentry of older nurses back into the workplace and retain older nurses due to growing nursing shortages. “Nursing leaders should know the nursing workforce will be age diverse for many years in the future” (Sherman, 2006).
In today’s workforce, the four generations are the Veterans also referred to as the Traditionalists or Mature generation, the baby Boomers, Generation X, and the Millennials also called the Net or Generation Y. The Veterans (1925-1945) were raised in war times and the difficulties of the Great Depression which led them to be hard working and financially conservative. Veterans look to history and the past for insight and are loyal, respectful of authority, and disciplined in work habits. The Baby Boomers (1946-1964) grew up in post war economy with nuclear families, individualism, and expressing creativity. Sometimes called and egocentric generation and spent much of it rewriting rules. The Baby Boomers are the largest group and very well known for it. They are known for work ethic and work defines them and their evaluation of others. Nurse shortages are predicted when this generation retires unless some continue to stay in the workforce. Generation X (1963-1980) family structure changed as divorce rates led them to being raised by single parents and or both parents worked causing latchkey children. The generational experiences have led them to be self-reliant, balance work and life, less loyal to corporate, and importance of technology in their lives. Generation X is a lot smaller in size than the Baby Boomers. The profession of Nursing was not appealing as other jobs however many from Generation X have entered into nursing as their second career. The Millennials (1980-2000) are the second largest generation, violence was part of their everyday life, raised by parents who nurtured and structures their lives, drawn to family for security, accepting of multiculturalism, technology and instant communication always a part of their lives, and values comparable to the Veterans. The interest level is high in nursing however a relatively smaller workforce. There are studies and information on generational differences (Sherman, 2006).
Nursing Leaders
Nursing leaders have to learn to manage the age-diverse workforce and create a work environment that values the different generational behaviors and cultures. Nurse leaders should use generational characteristics and information in the leadership strategies they implement. However, it is important not to stereotype as individuals may be different in their particular generation. Leaders knowing the generational inventory of their staff can be important to help individual and generational needs. Leaders can accommodate their employees through individual needs and generational differences through coaching, communicating, conflict resolution therefore promoting retention. Every employee should be accountable for the same work. Different generations have had different experiences which lead to how they want to be motivated or led (Sherman, 2006).
Veteran nurses are traditional with formal one on one instruction and value seniority and experience. Plaques or hand-written notes are used in giving recognition. Baby boomer nurses prefer peer to peer situations and see lifelong learning as improving their performance. Public recognition in newsletters, employee parking, or professional awards are appealing to Baby Boomers. This generation likes to feel empowered and to be asked for their feedback. Generation X prefers an equal environment so they do not feel micromanaged, as they prefer a merit-based system including fast progress in goals. The reward system that is motivating for them that is valuable is paid time off, cash awards, and involvement in the latest projects. Millennial nurses expect more mentoring than any generation. The millennials are goal oriented and prefer structure, guidance with extensive orientation, internships, and clinical mentoring programs (Sherman, 2006).
Through leadership communication Veteran nurse prefer face-to-face or written communication where as Baby Boomers prefer less formal communication and group processing information such as staff meetings where discussions can be held, face-to-face, telephone, and e-mail. Generation X prefers communication by technology and dislikes meetings. Millennials are accustomed to instant messaging and want immediate feedback quickly however they enjoy team work. The generation reads less therefore large handbooks or policies are not effective. E-mailing Generation X is imperative for communication.