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  • Your workforce has evolved,
    has your HR?

You’ve probably noticed that the face of business has changed. It’s no longer an exclusive club for middle aged men in three piece suits. Today companies have at least three generations of employees, from different backgrounds, different cultures and with wildly different expectations. Every one of these employees is an investment with unique strengths and weaknesses, and if you want to reach them a single approach is not going to cut it. Benefits that get a Baby Boomer excited will leave a Millennial shrugging their shoulders, so if you’re not tailoring your approach for each employee your message will fall on deaf ears.

At CDM we have decades of experience and have cracked the code of how to motivate and encourage every employee every time. Browse through the chart below to see a few general insights into the generational differences that need to be understood by every employer.

Baby Boomers


78.3 million | 1946 to 1964

Baby boomers tend to work for one reason: Money

Their strengths include:

  • Boomers are incredibly driven
  • They are willing to go the extra mile
  • Tend to be very good at relationships

Their weaknesses are:

  • They can be reluctant to go against peers
  • Are often sensitive to feedback
  • Can be judgmental

Generation X


59 million | 1965 to 1982

Looking for a good balance of work and life

Their strengths include:

  • They are generally very adaptable
  • Operate well independent of direction
  • Completely unintimidated by authority

Their weaknesses are:

  • They can often be impatient
  • Sometimes they lack people skills
  • Can tend towards selfishness and cynicism



84.5 million | 1983 to 2002

Looking for respect and recognition

Their strengths include:

  • They are technological experts
  • Are confident in their ability (often without any real cause to be so)
  • They are achievement-minded

Their weaknesses are;

  • They crave collective, rather than individual action
  • Which means that they need supervision and structure
  • They change jobs frequently

At CDM we apply this knowledge in three key areas:

  • Handbook
  • Policies and Procedures
  • Affirmative Action Plans
  • Performance Management
  • Organizational Development
  • Succession Planning
  • Compensation
  • Career Ladders
  • Learning and Development
  • Board Presentations
  • Workforce Planning
  • Executive Coaching
  • Wages and Hours
  • Multi Generational Recruitment
  • Employee Engagement Surveys
  • Labor and Employee Relations
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