Today’s nursing workforce is a lively mix of generations. Four generations of nurses work side by side, sometimes in harmony, sometimes in discord: Veterans, Baby Boomers, Generation X, and Generation Y. 

Too often, nurses view generational differences as hurdles to leap. Here’s a different perspective: Nurses of all ages bring expertise that arises from their experiences as a generation. But to create a successful team, we must understand each generation’s views on life and work. When we first seek to understand, we’re better prepared to communicate and collaborate with our colleagues. The benefits include improved effectiveness when working with patients and other healthcare professionals. 

The ancient Arab proverb “Men resemble their times more than their fathers” captures how history influences the collective personality of a generation.¹ People born around the same time develop personalities shaped by a common history of cultural events, images, and experiences.² Generations experience the same national catastrophes and achievements, grow up with the same music and cultural memorabilia, and start school and work at about the same time.^2,3 Generational commonalities cut across racial and ethnic lines. Spanning 15 to 20 years, each generation has its own way of viewing the world.^2,3

Collective life experiences shape what generations value and expect in relationships. In addition, these experiences influence how people of a generation filter and process information.  

The big picture

The table “Four Generations” presents an overview of the generations. At first glance, you’ll see major differences. For example, Baby Boomers value teamwork, but Generation X values self-reliance and can work independently. But notice the similarities: Both Generations X and Y crave work/life balance; Baby Boomers and Generation Y value teams. These commonalities can provide a framework for talking with and motivating RNs from different generations. The message is that each generation has strengths to leverage in the workplace.⁴ Veterans and Baby Boomers have years of knowledge to share. Gen Xers like to get to the crux of a problem quickly, which helps move projects along. Generation Y approaches tasks with an entrepreneurial spirit and works with tenacity while still having fun.

Although the goal is to understand each generation’s shared experiences, don’t get trapped by stereotypes. People in the same generation may have experienced an event very differently. For example, Baby Boomers have different recollections of the Vietnam War. Some protested the war on the home front. Others served in the military, fought battles, and perhaps returned home feeling isolated and traumatized.⁵ Each person is an individual. 

Consider what happened to Susan,* the nurse manager on a med/surg unit in a large medical center. Susan was happy to hire Zane, a member of Generation Y with five years of experience in a small community hospital. One day, Susan was surprised to learn that Zane was struggling with the computer documentation system. Susan had assumed that as a member of Generation Y, Zane would be tech savvy. On further questioning, she and Zane’s preceptor learned that Zane’s previous hospital used computers on a limited basis and documentation was done on paper. If they had investigated Zane’s computer experience, rather than assuming an expertise that wasn’t there, they could have saved Zane a lot of frustration.

Sandy, age 55, can’t understand 33-year-old Matt’s “obsession” (her words) with avoiding overtime, a classic case of colliding generations. Baby Boomers like Sandy feel committed to getting the job done, no matter what. Gen X nurses like Matt want work/life balance. Neither view is “correct”; it’s a matter of different perspectives. By understanding differing viewpoints, nurses can enrich rather than confound work relationships.

Say you are a Veteran nurse precepting a Generation Y new grad who keeps asking why you are doing a procedure a certain way. At first annoyed, you recall that this generation likes to know the rationale behind decisions. Or perhaps you’re an optimistic Baby Boomer frustrated with the skepticism of a Gen X colleague until you realize that Gen Xers tend to be skeptical. The key is to be nonjudgmental — just as we are nonjudgmental of patients. Accept the values, strengths, and weaknesses of all.

Working together

To minimize the effects of generational collisions, try these strategies: 

Find a common purpose: A mutual goal brings people together.⁷ It might be true that Generation Y  likes to have fun at work and strives for work/life balance. And it might be true that Baby Boomers approach work more as a “mission” and too frequently become workaholics. But put both groups in a room, toss in a few Veteran and Generation X nurses, and you’ll find an important common goal: quality patient care. Keeping the focus on excellent care draws nurses together. 

Understand communication styles of different generations — then communicate in a variety of ways: Generations X and Y feel comfortable with the latest technology and often prefer e-mail to other forms of communication.^4,6 A Veteran nurse may throw his or her BlackBerry in a drawer and forget about it. Notes on the bulletin board and face-to-face meetings are better ways to reach them. Use several methods, including e-mail, meetings, and bulletin board postings, to reach all generations.⁴

Include a mix of generations on work teams: Veterans tend to be conservative conformists, oriented to the past rather than present, and logical thinkers.^2,8 Baby Boomers value learning about issues through group discussion. Generation Y tends to be optimistic, tenacious, sociable, and team-oriented and embrace change.^2,8 Pragmatic Gen Xers like to quickly find solutions for problems. Having representation from each generation, along with a leader willing to hear all views, will enrich the work team and lead to outcomes team members are likely to support. 

Leverage the differences: Team-oriented Baby Boomers will likely do well on committees. Clinical practice issues or quality improvement initiatives are ideal for the questioning, skeptical Gen Xers. Generation Y nurses, who enjoy participation and feedback, are valuable in developing incentive programs for staff retention.⁴ They are also ideal for positions on technology-related committees, and may be helpful in teaching others about technology.⁹

Avoid storytelling: We all create stories in our head based on what we believe is true. We’re all Steven Spielbergs, directing our own movies. But our interpretation is often based on a faulty understanding of the facts and colored by our own perceptions. For example, imagine that four Generation Y nurses are laughing and talking as they sit in the nurses station. A Veterans generation RN thinks, “They’re goofing off again.” In reality, the group is brainstorming on how to ensure better handoffs between the unit and long-term care facilities. Sociable Generation Y nurses enjoy solving problems informally with peers. Of course, all generations must be sensitive to how their behavior appears to the public, patients, and other health professionals. 

A perfect match

Carefully match preceptors to orientees: You may consider matching new employees with preceptors of the same generation. Such matches may make learning easier since both RNs will probably “speak the same language.” But such matching may be impossible much of the time, for two reasons. First, Baby Boomers make up a far greater percent of the workforce than any other generation. Second, Gen Xers, Boomers, and Veterans usually have the most experience, and Generation Y nurses may not be seasoned enough to precept another nurse in the management of complex patients and families. (But Generation Y nurses are well suited as preceptors for nurses in their own generation who need orientation on basic patient care management because they relate well to their peers in age.) Remember that preceptors and orientees from different generations can learn much from one another, so don’t worry if you end up with a match of different generations. Such a match reflects the work group the orientee will be part of. But try to ensure that personalities are compatible. 

Take advantage of generational inclinations: For example, Generation Y nurses tend to feel more positive toward Baby Boomers than toward Gen Xers.⁶ Generation Y and Baby Boomers both have a positive outlook on life, and Generation Y may not care for what they see as negativity in Gen Xers. Also, both Boomers and Generation Y enjoy learning from group discussions, good to know when setting up education programs.  

Because generations X and Y have had more exposure to diverse groups and lifestyles, they may be less judgmental in caring for patients from nontraditional backgrounds. Their strengths include an ability to accept others, so they may also work well with RNs from varying family and cultural backgrounds.

Accept differences — to a point: Generations X and Y dress more casually. Veterans and Baby Boomers may be turned off by body piercings and purple streaks in the hair. Younger generations may resist clothing restrictions. Remember, it’s what inside that counts. However, managers need to think about patients’ perceptions. It’s reasonable to expect everyone to follow a dress code.⁹

Targeted teaching

When you are precepting a new staff member, tailor your teaching strategy to the generation.  

Veterans: Members of this generation like more formality in interpersonal interactions and enjoy learning from authoritarian experts in formal, structured teaching sessions.^2,10 Present facts and use lessons from experience as examples. Because Veterans typically do not question authority figures, you may have to invite questions and check frequently for understanding. Respect Veterans’ experience and you will go a long way toward forming a solid preceptor-mentee relationship. Although not as comfortable with technology, this adaptable generation can, with repeated hands-on practice, learn to use modern technology. Be patient. 

For learning’s sake

Baby Boomers: Many Boomers prefer more formal, organized education rather than self-study technology techniques. Unlike younger generations, who see learning as a tool to achieve a goal, Baby Boomers value learning for learning’s sake.¹⁰ They enjoy learning in a relaxed, caring, and respectful atmosphere and tend to be highly motivated and driven.  

Generation Xers and Baby Boomers have different views about learning, which may lead to conflict. If you are a member of one of those generations and teaching someone in the other generation, take care not to make assumptions. 

Generation X: Members of Gen X tend not to focus on the past (lessons learned) but on results that can be achieved. They want to learn what they need to know and lose interest in information that is just “nice to know.” Deliver information in small chunks and provide regular feedback. Members of this generation learn better by doing than by reading.^2,11 Written material should include bullet points and summaries to accommodate a generation used to scanning lots of information for relevance.¹⁰ Members of this fiercely independent generation respond well to self-study approaches that let them to learn at their own pace and on their own time. Don’t forget to include time for fun. Use humor and be relaxed.  

Generation Y: Born into the digital world, Generation Y members have been called “digital natives.” Computers and video games shaped their learning style.^12,13 The Internet has fostered a preference for random browsing and rapid information retrieval. Generation Y nurses are used to instant communication with cell phones, text messaging, and wireless Internet connectivity, and process information at warp speed. They prefer learning through discovery, expressing their views, and incorporating their experiences into their learning.¹² Keep challenging them with new information and be ready for questions. Give plenty of feedback. Set up daily meetings, but give frequent instant feedback, too.

Generation Y nurses don’t think literally, but display a random thought process that wanders haphazardly before integrating into a coherent pattern and drawing a conclusion.^2,14 Use graphics instead of printed text and let them learn by trial and error when possible.^{2,10,12,13,15} Generation Y nurses need lots of time for orientation and acquisition of skills.⁹ They are used to a busy schedule and get bored easily. Move quickly to keep their interest. 

Generations together: Use the above strategies for a diverse group. For example, provide generations X and Y nurses interactive CD-ROMs to learn about a piece of equipment and allow plenty of hands-on time. Provide extra time for less tech-savvy RNs, such as Veterans and Baby Boomers, to practice with the equipment.  

Motivating for success 

Whatever your role as a nurse, you can use the following strategies to mentor and motivate:^6,9

Veterans: Show respect and an interest in what they have to say. Acknowledge that they have experiences that other generations can benefit from. Ask them how to do a task or procedure.

Baby Boomers: Ask them about themselves and their families and give them recognition for their work. Be delicate with criticism; first find something to praise. Remember that Baby Boomers like group consensus. They respond well to positive feedback when reaching goals or when they are faring better than others of a similar age. 

Generation X: Provide constructive feedback. If you are in the position to do so, give Gen X nurses some freedom in setting their schedules. Keep in mind that they may work around the rules rather than tell you they are unhappy with them. 

Generation Y: Find out their goals and how to provide support. Many were coddled by their parents, so you may need to provide strong mentorship and step-by-step guidance. Generation Y nurses may be reluctant to speak up when a mentor or a unit isn’t a good fit, so be alert to the signals, such as not asking many questions. 

It’s how you look at it 

Some people see the glass half empty, others half full. Similarly, some RNs view generational differences as hurdles while others view them as strengths that open a world of possibilities for collaboration. Leveraging the strengths of each generation will give the nursing team a boost in its quest to deliver quality care. 

*The nurses described here are composites. No real names are used.

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