Effective Strategies to Promote Generational Cohesion in the Workplace

Despite the rise in the number of entry-level baccalaureate programs, the increase is not sufficient to meet the projected nursing practice demands (AACN, 2015). The aging workforce, high nursing staff turnover and an inability to attract and retain qualified nurses creates additional challenges that impact the ability to appropriately respond to the care needs of the community. Healthcare organizations continue to hire both younger nursing graduates as well as more experienced nurses to fill the void.  As a result, five different generations coexist in the nursing workforce. Differences in employment needs and values, work ethics, attitudes towards authority, and professional aspirations, contribute to the creation of cross-generational conflict. This conflict creates unique leadership challenges within healthcare and academic organizations. Understanding the different generational groups may allow nursing leaders and managers to consider what drives, motivates or hinders nurses from different generations. Recruiting and retaining a workforce increasingly made up of nurses from many generational groups is a challenge that can be tackled with a deeper understanding of each of the commonly identified generational groups (Murray, 2013). Following the completion of a year- long leadership fellowship (i.e. National League for Nursing LEAD program), a plan outlining multiple strategies for improving generational cohesion was developed.  The purpose of this presentation is to share these strategies and guidelines to assist nurse leaders to implement effective problem solving skills and improve generational cohesion within their workplace.  An emphasis will be placed on how generational differences influence education, teamwork, and patient care, along with what challenges and opportunities exist for managers, leaders, and organizations. This session will engage nurse leaders in a dialogue on leadership enhancement that will positively influence generational cohesion within their organizations and influence change at the organizational level.  Developing the skill to view generational differences through a different lens will allow the leader to flex their leadership style, enhance quality and productivity, reduce conflict, and maximize the contributions of all.