Companies across virtually all sectors today face rapidlychanging workplace dynamics and stiff competition to win over thebest and brightest in order to achieve optimal business results ina global economy. Myriad technologies and social media networkshave created tech-savvy hyper-connected workers, who offer immensevalue when motivated and nurtured but nevertheless haveincreasingly high expectations of those managing them.

Workplace demographics have drastically changed, now spanningfour generations—the Silent Generation, Baby Boomers, Generation X,and Generation Y (also known as Millennials). In some cases, thismeans that twentysomethings are working alongside peers old enoughto be their grandparents. At first blush, this might resemble“sitcom gold,” with comical culture clashes resolved in time for acoffee break. The real world, however, can be fraught withcommunication breakdowns and missed opportunities without care andplanning. Indeed, in creating a positive age-neutral environmentthat fosters understanding, respect, and heightened productivity,claims managers are certainly not without challenges.

Moreover, real-world Millennials are finding that mentorshipgoes both ways, often possessing technological prowess surpassingthat of the organizations for which they work. Among other things,this suggests that members of all ages should be actively engagedin key decisions pertaining to claims training and development. Andwhile the mere mention of this youngest crop of workers may conjureimages of fresh-faced recent college grads, the reality is that by2015 the earliest of the bunch will be 35 years old. Meaning in acouple of years—if not already—they will be holding steady inmiddle management or executive leadership roles.