6 better ways to engage a multigenerational workforce

Many workplaces today are in the extraordinary position of having five generations working together, side-by-side. While the exact definition of each generation may vary slightly, any office or workplace today could include members from the traditionalists (1927-1945), baby boomers (1946-1964), Generation X (1965-1980), Millennials/Generation Y (1981-1996) and Generation Z (those born in 1997 or later).

So handling these multigenerational workforces in a specific manner is very difficult and daunting task for any company.

Communication style.

communication style

Baby boomers tend to be more reserved, while Gen X’s favor a control and command style, the research indicates. Conversely, Gen Y’s prefer a more collaborative approach to communication and Gen Z’s prize in-person interactions.

Change management.

change management

Gen X and Y tend to see change as a vehicle for new opportunities, while Gen Z is accustomed to change and expects it in the workplace.

Technical skills.

technical skills

When it comes to building their new skills and abilities, employer-backed training is expected by all workers. Baby boomers and Gen X’s value traditional instructor-led courses or self-learning tools, while Gen Y and Z, which include millennials, prefer collaborative and technology-centric options.

Remove Negative stereotypes.

negative stereotypeBaby boomers and traditionalists opinions and ideas are more stereotypical compared to millennials, Gen X, Gen Y, so there shouldn’t be any difference of opinion with these age groups especially in decision making for any organization.

Cultural expectations.

cultural expectations

As the typical workplace evolves to keep up with changing technologies and mobile work trends, a consequent shift in cultural expectations has also occurred. This can be an especially jarring transition for older workers, ex; who are used to 9 to 5 jobs.

For many younger managers, time spent in the office is not as vital as the results they produce. They are not time-oriented rather they are result oriented.

Trust and transparency.

trust and transparency

To create trust, team members must consistently practice transparency at work by uncovering competing and complementing values and priorities and sharing both the positive and negative outcomes knowing that the goal is to help each other both personally and professionally.

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