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Learning Objective 1: The learner will be able to identify the four generations of nurses in the current workforce.
Learning Objective 2: The learner will be able to describe work environments that are supportive to nurses from all generations.
The nursing profession is experiencing a unique time where there are currently four generations of nurses working side by side in diverse practice settings: (a) Mature Nurses, born between 1925 and 1945 (also referred to as veterans, sages, or traditionals); (b) Baby Boomers, born between 1946 and 1964; (c) Generation X’ers, born between 1965 and 1980; and
(d) Millennials, born between 1980 and 2000 (also referred to as Generation Y or Nexters). Nationally, the current multigenerational nursing workforce composite reflects: 9% Mature, 47% Baby Boomer, 42% Generation X, and 2% Millennial (Hatcher et. al.,2006 )
The overarching goal of this research study is to identify generational strengths and preferences of a multigenerational nursing workforce in a Midwestern state; and the need is based on input from chief nursing officers, nurse managers, nurse clinicians, and nurse educators. Identifying, acknowledging and embracing multigenerational diversity is a strategy for retention and can potentially impact the nursing workforce shortage. Focus group interviews of the four generations were conducted in separate locations in two regions of a Midwestern state. Because this study is comparing and contrasting the four generations of nurses currently working together in healthcare institutions, the nurses in each focus group were posed the same set of questions. The results of this study included identifying and analyzing multigenerational commonalities, differences, and strengths of the work environment, technology, communication and commitment to the profession across the four generations. In conclusion, all the nurses participating in the focus groups want their input valued, be it into unit meetings, patient care, or unit design. They also want recognition for doing a good job.