Changing of the Guard: A Mixed-Methods Study in Employee Engagement of Baby Boomers, Gen Xers, and Millennials in the Corporate Environmen

The purpose of this mixed-methods study was to evaluate the differences in employee-engagement levels of different generational cohorts in the workforce to develop more effective leadership practices to promote engagement, increased revenue, productivity, customer satisfaction, and reduced turnover. The study focused on professional employees that work for a large healthcare organization in western Pennsylvania. Starting now and continuing over the next century, one of the greatest generational shifts in the workplace will take place as Baby Boomers (roughly 76 million) transition out of the workforce and Millennials (roughly 74 million) enter the workforce. Organizations spend millions of dollars due to employee turnover, low productivity, and disengaged employees. It is therefore important to recognize the different characteristics of generations in the workplace and understand what motivates them to be fully engaged in the work they do for organizations.;This study combined qualitative interview data and quantitative survey data from each generational cohort to evaluate the differences in factors that engage each generation based on Maslow's Hierarchy of Needs (Maslow, 1943, pp. 370-396), as well as the perceptions of generational characteristics. This study investigated the differences that exist in the way employees' attitudes, behaviors, and experiences shape the way they work as a member of their generational cohort. The key findings of this study indicate that generational differences do exist based on interviews and the results of a standardized corporate questionnaire. Outcomes indicate that these generational differences are affecting the overall engagement level of Millennials in the workplace as determined by key motivational factors and engagement. While the review of the literature describes what motivational factors increase engagement, the primary intent was to identify those practices that will help corporations understand how to fulfill their shared responsibility for facilitating employee engagement. Some of the key factors that are important for Millennial engagement include technology, consumerism, instant gratification, and the employee-employer expectation gap.