A Practical Guide to Managing the Multigenerational Workforce: Skills for Nurse Managers (Core Skills for Nurse Managers)

Bridge the generation-communication gap

It's hard to believe. Almost three decades can separate your youngest staff members from the oldest. While the 20-something, Generation Y nurses are concerning themselves with flexible scheduling and paid time off, their over-60, Traditional counterparts are light years away worrying about pension plans and professional recognition.

In between, you have to contend with Generation X staffers and 'Baby Boomer' who are clamoring for an entirely different set of needs and priorities. Whatever you call them Generation Y or Millennials; Traditionals or Silents; Generation X, Baby Boomers managing your multigenerational staff can add up to a very gnarly problem.

Don't let generation gaps lead to miscommunication and staff conflict

In order to manage a multigenerational workforce successfully, the nurse manager has to take into consideration each generation's unique priorities, motivators, skills, communication styles, and experiences. That's a tall order for any manager but especially in today's stressful hospital environment. Until now, help has been hard to find.

Judith 'Ski' Lower RN, CCRN, CNRN, MSN, a well-known and highly respected nursing expert, addresses the problem head-on in her new book, A Practical Guide to Managing the Multigenerational Workforce: Skills for Nurse Managers. Drawing on her many years of experience successfully managing across the generation gap, Lower's helpful new book will show you how to:

- Identify generational differences. Identify the main characteristics and formative years of the Traditional Generation (The Silents), Baby Boomers, Generation X, and Generation Y so you can understand their reactions and what motivates them.
- Recognize educational styles that work for each generation. Online? Classroom? Self-paced? Hands-on? Discover different educational methods that appeal to multiple generations.
- Identify and provide the feedback each generation wants and needs. Silent Generation nurses may have little interest in annual performance reviews, while Generation X nurses want feedback instantaneously. Understand how to provide personal feedback and effective performance reviews.
- Illustrate improved scheduling by understanding generational needs. Silent Generation nurses may prefer a consistent schedule. Generation Y nurses may require flexibility to meet the needs of their young families. Understanding your staff s needs will help you create schedules that work for all.
- Formulate retention strategies that work for every generation. Generation X nurses may respond best to promotions or pay increases. Baby Boomer nurses may be motivated by recognition and service awards. Learn what feedback works best for each member of your staff.
- Develop policies to embrace differences to manage more effectively. Gain a better understanding of each generation's motivators and learning styles along with proven strategies to facilitate communication and encourage respect.

Who should read this book?

Nurse managers, directors of nursing, chief nursing officers, VPs of nursing, nursing home administrators, HR directors, staff educators and RNs.

Table of contents:

Chapter 1: The Silent Generation
Chapter 2: The Baby Boomers
Chapter 3: Generation X
Chapter 4: Generation Y
Chapter 5: Schedules
Chapter 6: Balancing work and life
Chapter 7: Learning
Chapter 8: Participation and involvement
Chapter 9: Performance reviews, feedback, and promotions
Chapter 10: Working together
Chapter 11: Retention and Recognition
Chapter 12: What will the future look like?