As baby boomers move towards retirement and second careers, the “Cuspers” (born 1969-1978) and the “Nesters” (born 1979-1988) are quickly taking their places.

Only 18 percent of the U.S. population is younger than 18. Race, gender and ethnic diversity in the workplace have been superseded by a bigger issue: age diversity.

According to a prominent career strategist, “There are four age groups in the workplace now and a fifth coming by 2006.

These five groups share some traditional work values, but differ on the roles of managers, employer/employee loyalty, telecommuting, technical competence, and what constitutes a good day’s work. Their lifestyle preferences and social values also differ. Nowhere is this as acute as between Pre-Boomers and Boomer managers and their younger subordinates.”

The implications regarding productivity and developing and managing workplace relationships in a cross-generational work environment are very much tied to values and expectations.

In this evolving “one size does not fit all” society, cross-generational managers and co-workers will have to vary their communications styles in order to develop and manager workers.

Companies may need to augment their rewards systems. Messages should be packaged so that they are clearly understood.