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Strategies to Support Health Care Transformation The movement from a volume-based payment model to a value-based payment model has health care leaders looking to improve care while lowering costs.An intergenerational workforce can provide steady and able employee capital, optimal operational performance, financial solvency and excellent patient care, despite labor shortages and rising health care costs. To create this competitive advantage, leaders should develop a culture that supports and fosters intergenerational teams using three intergenerational management strategies: build a strong generational foundation, establish effective generational management practices and develop generational competence. Each strategy influences and supports the others and must operate synergistically (Figure 6).

Figure 6: Interdependence of Three Intergenerational Management Strategies

Develop generational competence

Establish effective generational management practices

Workforce Organizational System Source: AHA CPI, 2014.

Build a strong generational foundation

To build the necessary foundation, leaders need to understand their organization’s workforce profile and develop programs and policies to acquire and retain generationally diverse employees. Once these are established, leaders need to tailor their management and communication styles to effectively identify and leverage the different strengths of each generation.After identifying generational strengths and developing practices to leverage them, leaders can encourage and spread understanding and sensitivity among the entire workforce.This, in turn, positively affects retention and acquisition programs and policies.Table 3 provides a checklist of action steps for the three different strategies.

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Managing an IntergenerationalWorkforce: Strategies for Health Care Transformation