Andrea Luoma
Accommodare Consulting

Generations in the Workforce: Baby Boomers, Gen X, Millennials, Gen Z

Igniting stalled teams into productive sustainable teams

The Stats - Turnover & its staggering costs:

•Employees with the highest level of commitment perform 20% better and are 87% less likely to want to leave the organization (Corporate Leadership Council, 2004).

•Companies that communicate most effectively are 50% more likely to report turnover levels below the industry average compared with only 33% for the least effective communicators (Watson Wyatt, 2003).

•18% of the variation in sickness and absence rates across the company was due to variations in communication practices (Brown, Duncan & MacDonald, 2003)


Generations in the Workforce: Baby Boomers, Gen X, Millennials, Gen Z

Millennials aren’t real! Macroscale demographic trends rarely govern most individuals’ lives and work decisions. Every generation that enters the workforce feels they are unique. The underlying needs and aspirations of Millennials have no differences from previous generations.

When it comes to workplace priorities and beliefs, our similarities among generations are much greater than the differences between them. Rather than developing wildly diverse generation-specific strategies, leaders can instead adopt a set of more general, and more powerful, practices that will engage all employees including: treat employees fairly, demonstrate respect, show interest in employees, find ways to make work interesting, and actively support employees’ career development.

Two-thirds of Millennials express a desire to leave their organizations by 2020. Businesses must adjust how they nurture loyalty among Millennials or risk losing a large percentage of their workforces.

·         Deloitte (2016). The Deloitte Millennial survey 2016: Winning over the next generation of leaders. Deloitte. Retrieved from:

Generation Z, born in 1995 or later, makes up the largest population demographic, so its appeal to marketers is obvious. This group shares some qualities with its predecessor Millennials, there are also some distinct differences between them.


Contact Dr. Andrea, to learn how to increase the following into your organization:


Take a moment in reflection…

Most often it’s not that our team is unskilled, uneducated or lacks knowledge, it’s typically that we cannot get along! Yet, icebreaking or team building exercises haven’t seemed to work. Employees must learn how brain and body chemicals work for and against them, as well as when to trust those internal chemical and electrical impulses, and when and how to override them. Imagine if you could be freed up of the energy you expend intervening in relationship squabbles?


  • I have worked with Dr. Andrea one-on-one and twice organisationally, and she’s been fantastic each time. She is: • Bold yet approachable • Very tuned in with the latest research in leadership and neurology, and in hospitality • Shows her sharp critical thinking • Thought provoking (an understatement!) • And always very inclusive If you are a fan of the status-quo, make way - because she will break you not so gently but ever so effectively! Because you know you need it, you want it!
    — Eddy Brosse, General Manager, Campanile London-Dartford, UK
  • The content delivered by Dr. Andrea in this course, differed from others I've been on that were more about the organization. Dr. Andrea asked us to look inward at ourselves as leaders, to then look outward. This is quite different from anything I've done before.
    — Stuart Douglas, General Manager, Macdonald Holyrood Hotel, Edinburgh, Scotland, UK
  • The best thing I've learned to bring back to the workplace with Dr. Andrea is awareness about the people I'm working with and preparation for communication; realizing that communication has to be individualized to the other persons’ style.
    — David Scott, Director of Operations, Old Course Hotel Golf Resort & Spa, St. Andrews, Fife, Scotland, UK