Age discrimination claims have hit record levels in the United States! According to msnnbc.com the figures have risen from 16,000 in 2006 to 23,000 in 2010. That staggering number has skyrocketed, one due to unemployment and two due to the generational gap in the work force today. Those 55 and over are unemployed for an average length of 52.4 weeks. The average is just 37.4 weeks for younger workers, according to AARP employment data. The harsh reality is their age is part of the reason

“There is no question that age bias is rampant throughout American society and in the workplace in particular,” said Howard Eglit, a professor of law at Chicago-Kent College of Law who focuses on law and aging.

The HR profession has identified the number 2 trend most likely to have a major strategic impact on the workplace as large numbers of baby boomers leaving the workplace around the same time.

There are different values that come with having a muti-generational workforce. Each generation brings valued qualities and their own shortcomings.

Lets meet the generations!

World War II: 1925-1945

Values Qualities:

Stable, detail-oriented, thorough, hard-working.

Liabilities:

Don’t like change, reluctant to buck system, uncomfortable with conflict

Messages that motivate:

“We respect your experience and wisdom.”

“Your perseverance is valued and will be rewarded.”

Baby Boomers: 1946- 1964

Valued Qualities: Service-oriented, driven, willing to go the extra mile, good at relationship-building, want to please, good team players

Liabilities: Not naturally budget minded, uncomfortable with conflict, reluctant to go against peers, overly sensitive to feedback, self-centered

Messages that motivate:

“You’re important to our success.”

“Your contribution is unique and important.”

Generation X: Latter 1960’s to early ‘80s

Valued Qualities: Adaptability, techno-Literacy, independence, not intimidated by authority, creativity

Liabilities: Impatient, poor people skills, inexperienced, cynical

Messages that motivate:

“It’s OK, do it your way.”

“We’ve got the newest hardware and software.”

Millennial: Late 1980’s to the 2000’s

Valued Qualities: Tech-Savvy, collective action (Team), heroic spirit, tenacity, multi-tasking

Liabilities: Need for supervision & structure, inexperienced, very short attention span, lack of patience for menial tasks

Messages that motivate:

“You’ll be working with bright, creative people.”

“You and your co-workers can help turn this company around.”

With the largest gap being WWII generation to the Millennial it can be difficult to create a workplace that sufficiently equips everyone. The WWII’s attitude about the Millennials could be, “Those young kids really know their technology stuff, but I sure wish they could concentrate better.” But if you turned the table the view could be, “Old fogies who should retire and leave the work to us!”

No matter how the cards are drawn, unemployment rates cannot be denied, BUT that doesn’t mean the weeding out is going to last. The rate of unemployment went from a high of 9.8 in 2010 down to 9.0 here in 2011.

Multi-generational workforces can work. Yes, we need to be developing management and using our youth to create new leadership development, but who is going to do the teaching? We all can learn different things from each other.  It is also important to remember outliers. People sometimes cross the borders and fit into different categories based on how they were raised, their personality or their work culture. No matter who the person, or their age they will fit into one category and optimize the workforce!

The key to having generational retention is to create an environment that constructively produces relationships with support and the ability to grow.