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How To Manage Multigenerational Workforce
When considering workplace diversity, people tend to think in terms of gender, race, ethnicity, or cultural or religious background. However, one of the most striking ways in which today's workforce has become more diverse is in age. Experts say that for the first time in history, the workplace includes four, often distinct, generations, each with unique strengths, expectations, motivations and work styles. They range from the oldest, so-called Silent Generation of workers, who were born before World War II, to Baby Boomers, Gen-Xers and the most recent group, Generation Y, whose members are just beginning to launch their careers.
The prospect of managing workgroups consisting of such a wide potential age range presents a number of challenges, but it also can yield significant opportunities. Because of the differences in work history, personal experience and communication style, each group likely has unique opinions about everything from product innovation and business strategy to research initiatives. Acknowledging generational differences offers companies access to a wider array of creative ideas and, perhaps most important, ensures the firm's talent pool is fully tapped.
Being aware of the strengths, motivations and aspirations of each generation also shows employees they are valued. This improves overall morale and helps guarantee the best and brightest workers remain with the company over the long term.
Start with open communication
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Many fail to take advantage of the benefits a multigenerational workforce can offer because they know little about what makes each group unique. As a manager, you must set the standard for open, nonjudgmental communication. Demonstrate respect for all workers as well as your knowledge and awareness of the differences that exist in the workplace. Your attitudes and actions influence your staff; if you seem uncomfortable with age differences within the department, others will surely take note.
Avoid stereotypes
You also must be aware of any stereotypes that may exist about certain generations and seek to overcome them. For example, some believe younger workers have little loyalty to their companies and rarely work within established guidelines. A workplace study conducted by the nonprofit group Catalyst refutes this assumption, however, revealing that 85 percent of Gen-Xers polled said they were committed to their company's well-being. Sixty-seven percent said job security was an important factor in signing on with their employer. Find out what your workers value and base decisions on that information only.
Avoiding generational stereotypes can prevent you from making costly mistakes. For instance, assuming that only younger workers can bring a fresh perspective to business may lead you to tap them exclusively for new hires or promotions. But older workers can often provide valuable insight based on their years of experience and deep knowledge of your company and industry. Making personnel changes without regard to age ensures the person best able to support your firm's goals gets the job.
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