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	Traditional Generation	Baby Boomer Generation	Generation X	Generation Y
Values	Conformity, authority and rules Logic Defined sense of right and wrong Loyalty and respect for authority	Personal gratification Equality Health and wellness Personal relationships Seek self-improvement or hobby-related learning opportunities	Independence Honesty Work/life balance Prefer informality Family/friend relationships important	Self-expression Marketing and branding Respect must be earned
Attributes	Disciplined and stable View an understanding of history as a way to plan for the future Dislike conflict Detail oriented	Optimistic View the world as theirs Attention seeking Spiritual, always seeking to improve understanding of themselves Relatively self-absorbed Traditional male/female roles shared Avoid conflict Service oriented	Reliable Survivors Skeptical Always asking “why” to understand the purpose of a decision, plan or process Technologically savvy	Adapt rapidly Crave change and challenge Create constantly Exceptionally resilient Committed and loyal when dedicated to an idea, cause or product Accept others of diverse backgrounds easily and openly Global in perspective
Work Style	Consistency and uniformity Seek out technological advancements Past oriented Command and control leadership style Prefer hierarchical organizational structures and will continue to view horizontal structure in a hierarchical way Effort is rewarded at some point	Seek growth and expansion Seek immediate rewards Achievement oriented “Workaholics”; may have difficulty balancing work and home and little understanding of those who seek work/life balance Process more important than result Work ethic = worth ethic May be perceived as disingenuous—difficulty practicing what they preach	Work very well independently Little patience for office politics Will make every effort to complete a project or task, but will not be taken advantage of Adaptable Not intimidated by authority	Want to know how what they do fits into the big picture, and need to understand how everything fits together View work as an expression of self Exceptional multi-taskers Seek active versus passive involvement Less likely to seek managerial or team leadership positions Seek flexibility in work hours, work environment and dress code Expect corporate social responsibility Seek work in teams Seek continuing learning Expect everything instantly, everything now Effort can be separated from reward Seek to balance lifestyle and work, with more focus on lifestyle
Management Techniques	Demonstrate respect for their experience and knowledge of the past Reward employees for effort and a job well done in tangible ways—note from manager, nice pen, etc. Invite older workers to mentor younger workers, especially Gen Y workers; this can lead to a mutually beneficial relationship of helping to understand the big picture and instructing on new technologies Provide feedback in person not through e-mail or voicemail Ask questions. Make sure these employees have the training they need and feel comfortable asking questions. Traditional Generation employees not likely to ask for help for fear of appearing incompetent or generating conflict	Focus on individual contributions that make the organization successful Identify ways in which the individual is a unique contributor Express the value the individual provides to the organization Develop a relationship with the employee and allow opportunities to work in groups to plan projects and processes Praise publicly and create opportunities for others to praise the individual	Allow the Gen X employee to work on multiple projects, of their choosing if possible, and prioritize their time Allow independent work Confirm that you understand and appreciate life outside of work and help your employee balance work and home Provide feedback often Be consistent in administering policies and providing rewards and recognition Show Gen Xers how they can leverage office politics to obtain their goals	Invite participation, ideas and independence—micromanaging is not appreciated! Ask questions. Make sure these employees have the training they need and feel comfortable asking questions. Generation Y employees are less likely to ask for help for fear of appearing incompetent, but they want to do a good job. Be a mentor—coach new employees on how their creativity and work produces meaningful results to the big picture Provide immediate feedback Focus on the individual and their personal lives—this generation wants your interest and approval Involve these employees in decisions that affect their work and employment to every extent possible