work and demand loyalty from their co-workers.
• Generation X (born between 1965-1976). Often referred to as
"Latch Key Kids," this group experienced more divorces than any
other generation, so they tend to place a premium on family time.
From a work perspective, they expect immediate feedback (to give
and receive), demand open communication and are all about "work-
ing smarter, not harder."
• Millennials (born between 1977-1995). Often referred to as the
"Entitled Generation," Millennials are the most diverse generation in
the workforce. Because they grew up with tech, they want instant
gratification and tend to expect positive reinforcement from their
managers. Work-life balance is crucial for this group, and they're
twice as likely to become nurses than previous generations.
• Generation Z (born after 1995). This generation doesn't know a
world without Internet. They're independent, self-directed and able to
process information quickly, but they're often criticized for not being
team players.
Separate, then educate. When staff don't understand these
generational differences, misunderstandings and resentments
run rampant. Case in point: At my facility, some of the older, more
experienced nurses couldn't understand why so many of the younger
RNs refused overtime shifts. Until I reminded them, the older nurses
didn't appreciate how important work-life balance is to Millennials.
"Wow, I never thought of that," a Baby Boomer remarked. "I thought
So-and-So was just lazy because she never wanted to work overtime."
To prevent similar misunderstandings, we held workshops that broke
our team into 2 groups: novice nurses and experienced nurses.
With novice nurses, the goal of the workshop should be to make
them feel comfortable, voice some of their frustrations and prepare
2
2 4 • O U T PA T I E N T S U R G E R Y M A G A Z I N E • A U G U S T 2 0 1 9
Staffing
S
