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The Bureau of Labor Statistics for the year 2000 stated that Baby Boomers (age thirty-six through fifty-four) represented fifty percent of the United States labor force while Generation X (age twenty to thirty-five) represented some thirty-three percent, a significant decline in workforce. This demographic, time bomb indicates the urgency for many organizations in developed countries to prepare for and cope with the imminent retirement of their aging workforce.
Theorist have confirmed that we are at a time in American history where recognizing and valuing the diversity of our workforce is essential. Four distinct generations of workers, each with its own attitudes, values, ambitions, mind-sets, worldviews, and ways of communicating are working side by side.
Although more than one generation has been present in the workforce in the past, the transition from a manufacturing to an information-centered economy, combined with the flattening of organizational hierarchies, has brought members of the different generations into much closer physical contact than in the past. A leader‘s effectiveness depends on their ability to solve complex organizational problems, utilizing a variety of leadership styles that encourage followers to meet organizational goals.
In order for leaders in today‘s organizations to be effective, they must develop a wide-ranging repertoire of leadership styles as well as communication skills. Leaders must consistently recognize the individual and cultural differences present in their followers, and determine how best to connect them in ways to enable them to reach the common goals of an organization.
Retention is today‘s organizational challenge, and it is not limited to retaining talented people, but fully engaging them as well, by capturing their minds and hearts at each stage of their working lives. Retention among many Generation X workers (Gen Xers) is particularly difficult due to their independence and self-reliance. Transformation leadership might be a vehicle to achieve, retain, and engage this group. The Challenge for leadership is one of providing an environment that will help retain the Generation X worker, whose loss could be devastating to the overall health and growth of an organization.
Retention among Generation X workers is difficult due to their independence and self-reliance, a result of growing up as the latchkey-kids. Transformational leadership practices can help leaders retain and engage Generation X workers in their organizations. Leaders need to intrinsically motivate Generation X workers with inspirational motivation, intellectual stimulation, and individual consideration.
Up to now, the biggest challenge for leaders regarding individuals from Generation X has been one of keeping them engaged and motivated in the workplace. With more and more Boomers retiring, and the change or passing of the baton, taking place, a more difficult and complex challenge has emerged.
Due to their nature, Generation X individuals are more self-oriented and require a very specific work environment tailored to meet that need. If this does not occur, they are likely to leave that organization, taking their talent, skill sets, and abilities with them. The resulting loss could be devastating to the overall health and growth of an organization.
Therefore, today‘s new challenge for leadership is one of providing an environment within that organization which will help retain the Generation X worker in the workforce.
Perhaps a logical beginning would be to examine the way education or mentoring is delivered to the followers in order to encourage individual growth.
Researchers have clearly stated Generation X followers are indeed searching for a leader who is motivational, a receptive communicator, a team player with good people skills, and one who is approachable and supportive. The bottom line: they want to be led, not managed.
Joyce Kutin, BS, MOL
jkkutin@gmail.com
Joyce is a Registered Nurse and Clinical Documentation Specialist. She holds a Master’s degree in Organizational Leadership and has additional degrees in Applied Business Management, Accounting, and Nursing.
The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.
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