Management is not 'one size fits all'

Tags: talent management

For the first time in many managers’ lives, four distinct generations – Veterans, Baby Boomers, Generation X and Generation Y – are working side by side, and bosses are just beginning to realize the severity of the situation. To maintain profitability and stability at your business, understanding age and style differences is critical to success.

Consider asking different age groups about President Kennedy. World War II veterans will remember young John F. Kennedy’s debate against Richard Nixon; Boomers will focus on President Kennedy’s assassination in Texas; Gen Xers will remind you Sen. Edward Kennedy isn’t president; and Gen Y may ask, “Who’s Kennedy?” Management needs to be capable of approaching, motivating and uniting these diverse age groups without alienating any demographic, according to Israel Kushnir, president of management consulting firm George S. May International Company.  

Consider how these generations break out to better comprehend your workforce. These birth ranges are usually a safe bet:

1922 to 1945: Veterans, traditionalists and GIs

1946 to 1964: Baby Boomers

1965 to 1980: Generation X

1981 to 2000: Generation Y, millennial generation and Internet generation

Now, consider the trends happening within each generation because your business could depend on it. Some of what’s happening to the workforce:

Determining the rules of engagement for each generation is particularly important, Kushnir added. Among Boomers, a need to “get the job done” is forceful, immediate and necessary. Yet, Gen Xers may interpret a Boomer’s direction to “get the job done” as merely an observation rather than an order. To Gen X, the job needs to “get done sometime,” but that may not necessarily mean today.

Clear communication under these circumstances is essential. These simple reminders from George S. May International can help build a more efficient office:

Work itself is also viewed differently by each generation. Take into account the motivations and desires of your employees and you’ll be better equipped to manage. Some of the workforce’s feelings include:

It’s always important to be conscious of management styles, too, and how they are perceived by employees. How your workforce might view you:

While companies aren’t designed to be psychology labs, understanding and appreciating generational differences is important to keeping a business running. Fostering a company culture helps with employee retention, attitude and business direction. Understanding culture and work styles can direct hiring, and save businesses time and money. Whatever the generational makeup of a business may be, the profitability is improved when the generational differences are taken into account to create a more productive workforce.

George S. May International Company is one of the most established management consulting firms in the United States. Since 1925, it has been helping business owners improve their operations, profits, efficiency and effectiveness. The company is headquartered outside of Chicago in Park Ridge, Ill. For more information, visit