Considering that baby boomers and millennials have about a 40+ year gap between them, it stands to reason that each generation grew up with different values when it comes to employer-employee relationships. The baby boomers, once the largest group in the workforce, has been steadily retiring, but many remain employed and in management positions. Now that millennials make up about 25 percent of today’s workforce, and will increase that number to 40 percent within the next five years, management may need to adjust its style to get the most out of this younger generation.

• Millennials have a solid work ethic. While it may not show up in the same way, millennials do understand the value of putting one’s nose to the grindstone and are very goal-oriented. They do prefer extrinsic motivation, which managers can misinterpret as them needing lots of praise, but a quick acknowledgment of a job well done will spur them to keep going. They also work best when truly interested and invested in the project (and, really, doesn’t that help all of us do our best work?), so if you can harness their skills and put them on a project that matches their background and skill set, they’ll work their hardest to get it done successfully.

• They work best with a more collaborative style. Millennials don’t do well with a rigid management style. Instead, they prefer to contribute to decision making and share information with fellow employees. If you assign millennials to a team on a project to present, they’ll work collaboratively to get the assignment done; thus improving solidarity within the workplace. In regard to management, baby boomers might want to view themselves as mentors, sharing their experience with their employees…and allowing the younger set to teach them about how to best use technology effectively as well.

• They prefer a more flexible workplace. This group focuses a great deal on work-life balance; in fact, many would choose a more flexible schedule over a higher salary. Boomer managers should remember that this doesn’t mean millennials don’t want to work (remember that work ethic); they just don’t respond as well to the typical 9-5 schedule. Consider it this way: If you work out a flexible schedule, even if it involves some working from home, this multitasking group will focus better during working hours — they recognize that work time and play time don’t overlap. And within the workday is where the more collaborative environment comes into play: They may want to take over a conference room or work on a project at a nearby coffee shop. But they still get good results, which is what you really want in the end.

Any good manager wants their employees to succeed. Millennials may have a different way to get there, but the manager who recognizes that will have satisfied employees who give more to the company than if they have to follow “the way it’s always been done.” For help with the different generations in the workplace, talk to the recruiting experts at PrideStaff LA Culver City.