Generations on Organizational Culture

Alley explained how to best tailor the employee experience to employees of different generations. Interestingly, all three major employee populations have different sets of expectations and place their priorities in different areas. While boomers respond superbly well to engaged supervisors, millennials have more complicated relationships with authority and hierarchy.  Some of them have a more expensive set of professional expectations. Learners will work to understand the generational differences among baby-boomers, generation X’ers, and millennials.

  • What support can HR pros seek from other staff to create an employee experience that will positively influence millennial retention?

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Generational Characteristics in the Workplace

Generations Working Together

  • Wubbe, E. (2014). From millennial to traditionalist making it work in the workplace: Asset-based financial services industry The Secured Lender, 70(7), 16–21.
    • This article is about all of the generations, “Traditionalists or The Silent Generation (born before 1945), Baby Boomers (born around 1946-1964), Generation X (born around 1965–1976) and Generation Y (born around 1977–1992) all working in the same office. Generation Z (born 1993–2000).” It talks about how managers can work with the interplay between the generations to support mentoring and other programs.

Implications of Generations on Organizational Culture

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