Labor Force CompositionGenerations and Training

Millenniums and Nexters• Born after 1980.• Optimistic, willing to work and learn,

technology-literate, appreciate diversity.• Prefer teamwork and technology in the

workplace.• Want good pay and opportunity for

growth.• Adept with technology and markets

without boundaries.• Look for financial independence and

professional growth.• Prefer not to delay gratification.

Gen Xers• Born 1961 to 1980.• Like feedback and flexibility and dislike close

supervision.• Prefer a self-directed learning environment.• Tend to be more self-reliant and independent problem

solvers.• Expect immediate gratification.• Tend to distrust institutions and people in authority.• Need training to keep their attention. Make it

interesting by trying to engage all the senses whenever possible. Combine education and entertainment.

• Often perceived as lazy, but this myth is not true. Many Gen Xers believe that hard work is the way to get ahead.

• Encourage, build their expertise, challenge them.

Baby Boomers• Born between 1945 and 1960.• Competitive, hard working, concerned

that all employees be fairly treated.• Prefer training methods that

emphasize interactive training and group activities.• Show optimism and orientation to the

future.• Perceived as closed-minded by many.• Perceived as resistant to change and

unwilling to learn new things.

Traditionalist• Born between 1920 and 1944.• Patriotic and loyal, have a great deal

of knowledge of the history of organizations and work life.• Prefer traditional training method of

lectures and textbooks.• Dedicated and willing to sacrifice to

accomplish goals.• Rules and respect for authority are

keys to success.• Do not rock the boat.

Training for all generations• Emphasize end results and place learners in control.• Be flexible.• Emphasize visuals.• Provide continuous education.

Advice for Young Bosses on Motivating Older Workers• Older workers do not lack motivation; other things

may just be more important (family, retirement).• Understand that everyone is motivated by something.• Don't just try to guess what drives your employees-

ask.• Put aside the power differential; you may be good at

one thing (i.e., technical skills), but they are good at another (i.e., experience).