Leading Generation Y Nurses - Emerging Nurse Leader

By Rose O. Sherman, EdD, RN, NEA-BC, FAAN

There is an interesting change happening in the nursing workforce. Recent data from the Bureau of Health Professions (nursingworkforcebrief) indicates that the number of nurses under the age of 30 in the workforce is steadily increasing. Generation Y (born between 1981 and 2000) nurses now comprise around 15% of the workforce but by 2020, the number could reach 50%. Generation Y are 78 million strong – larger than the Baby Boomer population. Learning how to effectively lead and nurture this generation is important to the future of nursing.

Key Information about Generation Y

Generation Y were raised in a time where violence, terrorism, and drugs became realities of life. They have parents who nurtured and structured their lives, and are drawn to their families for safety and security. They are a global generation and accept multiculturalism as a way of life. Technology and the instant communication made possible by cellular phones and the internet have always been part of their lives. Unlike earlier generations, they are able to stay connected with friends and family through social media. During their school years, volunteer activities were expected and Generation Y is civic minded as an outcome of these experiences. They were also the first generation who were educated to become concerned about the sustainability of our environment. Uncertainty in the workplace has always been part of what they observed with their parents, so they have come to expect that frequent career changes may be the norm in their lives. This generation is often compared to the Veterans in their values. A higher level of interest in nursing among this generation has been noted and applications to nursing programs significantly increased as they entered college.

Generational Characteristics

Although it is important not to stereotype, there are characteristics that have been noted in the literature about Generation Y. These include:

•Identify themselves as leaders at an earlier age

•Confident about their abilities

•Want challenge, but not traditional responsibility

•Seek interesting and meaningful work

•Like group work, win-win

•Not used to planning ahead

•Embrace change

•Can multitask

•Don’t read in the same way as other generations

•Seek life/work flexibility

•Like safety and security

•Not in awe of authority figures

•Don’t want to pay dues

•Don’t like hierarchy

What do Generation Y Nurses Look for in Leaders

Many seasoned nurse leaders feel challenged because some of the leadership strategies that have served them well in their careers are not working with our newest generation of nurses – Generation Y. Communication is a good example. Generation Y is the first true digital generation that has grown up with technology as an integral part of their lives. Patterns in communication shifted to email and texting. Many Generation Y members have had personal cell phones from a young age and their smart phones are integral to how they learn, communicate and socialize. It is somewhat understandable how it difficult it might be for Generation Y nurses to leave these smart phones in their lockers to comply with hospital policies.

As the world changes, generational cohorts have different life experiences. These experiences create preferences about how a generation wants to be coached and motivated by leaders who work with them. Generation Y as a cohort expect more coaching and regular feedback than any other generation in the workplace. They are optimistic and goal oriented but want structure, guidance and an extensive orientation. Although turnover in the first three years of employment has been noted to be higher in this group, they are more likely to either stay in an organization if they have a close relationship with their leader.

Generations do think differently and this diversity is good. Disruptive innovation is badly needed in health care. This will only come with leaders who can embrace different thinking about long established practices.Gloria Steinem observed that across generations “there is as much to learn as there is to teach”. This is sage advice for all nurse leaders to take into the future.

Read to

Meister, J.C. & Willyred, K. (2010). The 2020 Workplace. New York: Harper Business.

Pulte, L. (2013). Generations in the workplace. Hospitals and Health Networks. Available at http://www.hhnmag.com/hhnmag/jsp/articledisplay.jsp?dcrpath=HHNMAG/Article/data/01JAN2013/0113HHN_coverstory&domain=HHNMAG

Saver, C. (2013). Diverse communication styles are most effective for managing multigenerational staff. OR Manager, 28(6), 1-5.