Zap the Gap with multiple generations: whether your co-worker was raised watching "Ozzie & Harriet" or "South Park," having an understanding of each generation can create a more effective work force.

Today, the people we encounter on the job come in at least four generational flavors:

Traditional--raised in the Great Depression, listening to Fred Allen;

Baby Boomer--raised during Vietnam, watching Ozzie & Harriet;

Gen X--raised in single parent homes, imitating Beavis & Butthead;

New Millennium--raised on the Internet, living in South Park.

Each generation comes with its own set of expectations and perceptions. These differences can lead to a dynamic union or combative conflict.

How can you adapt your approach to make the most of these differences among co-workers, residents and prospects?

Traditional Generation

More than any generation in the past, the Traditional Generation has come out of retirement and is returning to work. The people of this generation like to feel that they are part of a team. If an employer can show the traditional employee that he or she is valuable and making a difference, no matter how small a difference, they will retain a loyal and productive employee. Wal-Mart is an example of a company that taps into this wealthy resource of employees.

Baby Boomers 

The Baby Boomer generation is at an age when retirement may not be tomorrow but it is drawing near. Many Baby Boomers are looking for ways to make changes--and that means more than making changes in their company's bottom line, but also making positive changes in their community. Companies that look for ways their employees can have an affect while at work will be successful with Baby Boomer employees.

Generation X

After watching the fallout of the recession of the late 1980s and early 1990s, Generation X is not looking for the lifetime employment that their Baby Boomer parents were told to look for. Companies that give Gen Xers more than a paycheck will be successful with this age group of employees.

Many Gen Xers are looking for an experience that will help them in their next job endeavor. As a manager, ask yourself: "What does my company offer an employee that our competitor does not?"

New Millennium

After postponing children for many years, many Baby Boomers began having children. This birthing boom, which started in the mid-1970s, produced what we call the New Millennium Generation.

It is the second largest generation ever produced in America, exceeded in number only by the Baby Boomer Generation. This generation has had the benefit of experiences such as travel and education that are "beyond their years."

They are computer savvy and often do not have to work. Companies that look for ways to create structured learning that is fun will maintain this generation's interest.

When a company adjusts its approach to employees based on generational preferences, it raises the odds that these folks will be more productive and happier in their jobs.

Conference Speaker

Meagan Johnson will appear as an Education Session speaker at NAA's 2004 Education Conference & Exposition held June 24-26 at the Lad Vegas Hilton. Her presentation, joint with her father, Larry Johnson, entitled "Zap the Gap," is scheduled for 10:30 a.m., Saturday, June 26.

Meagan Johnson has spoken to groups from Harley-Davidson Motor Co., Bubba Gump Shrimp, Goldwell, Cadillac, American Express and Loreal. She be reached at 800/759-4933 or [e-mail].