Page 323 - How America's Best Places to Work Inspire Extra Effort in Extraordinary Times

310B RE-ENGAGE

may be value in presenting a few of the more common chal-
lenges that arise among various age groups. Our intent in
the lists below is to alert you to needs that frequently occur
and should be addressed, not to reinforce assumptions and
stereotypes that may not necessarily apply to any given em-
ployee within these generations.

Traditionalists (born 1945 and before)

: They may feel that younger leaders do not value their
knowledge and experience enough to tap it before they
retire.
: Rigid organizational policies may inhibit flexibility re-
garding options to full retirement that would allow them
to continue to contribute.

Boomers (born 1946–1964)

: Because some often judge Millennials and Xers as lack-
ing their work ethic and initiative, they may be reluctant
to engage with and mentor them, or be mentored by
them in new technologies.
: They may be cynical about how seriously the organiza-
tion is about capturing their knowledge and providing
ways for them to leave a legacy.
: Some are frustrated by organizational practices that limit
their options for phased retirement and continuing part-
time or consulting options.

Gen Xers (born 1965–1980)

: Independence may cause some not to identify with and
be loyal to the organization.
: Need for autonomy may cause some to be reluctant team
players.