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Generational Diversity In The Workforce – What kind of challenges does this present for today’s employers? How do generational workforce differences affect our ability to manage people effectively? And what are the characteristics, beliefs and life experiences that characterize each generation, which influence how they work, communicate and respond to change?
That’s exactly what this infographic is about. We met with dr. Bea Bourne, DM, faculty member in the School of Business and Information Technology at Purdue Global spoke. Dr. Bourne is an expert on generational differences and generational response to organizational change. In this infographic she shares her research on:
Generational Diversity In The Workforce
With this information, managers and HR managers can develop multigenerational strategies in recruitment, orientation, talent management, retention and succession planning.
Embracing Diversity: Thriving In A Multi Generational Workforce By Embracing Diversity.
One size does not fit all when it comes to today’s workforce – five generations of workers mean five approaches to work. Learn how to adapt to a multigenerational workforce.
Worldview: Favors diversity; move on quickly if their employer does not meet their needs; resistance to change at work if it affects their personal lives
Employers must: Give them immediate feedback; provide flexible working arrangements and work-life balance; expand opportunities for personal development
Worldview: Looking for challenge, growth and development; a fun work life and work-life balance; are likely to leave an organization if they dislike change
How To Manage Generational Diversity In The Workplace
Employers must: Get to know them personally; management by results; be flexible regarding their schedule and assignments; give immediate feedback
Worldview: Self-Identification as Digital Device Addicts; value independence and individuality; prefer to work with millennial managers, innovative colleagues and new technologies
Employers must: provide opportunities to work on multiple projects simultaneously; to provide work-life balance; allow them to be self-directed and independent According to the Department of Labor, Baby Boomers, Generation X, Millennials and Generation Z will make up 99.3% of the US workforce by the year 2025. As the average age of the population increases and the unemployment rate falls, companies will need to develop effective methods to manage generational diversity.
For the first time in history, there will be more than four different generations working together and sharing their unique ideas and values. There are several benefits associated with a multigenerational diversity in the workplace, but employers will also face a number of challenges.
The Challenges And Benefits Of Age Based Diversity.
In this article, we’ll look at the four major generations in the workforce, analyze the biggest benefits and challenges, and suggest some strategies for managing a diverse workforce.
Generational diversity in the workplace also comes with a number of challenges. Here are the top 3 challenges I would like to mention:
There are several ways you can promote and support generational diversity in the workplace without making it an issue. Let’s see:
If you aim to build a multigenerational team, the recruitment process will be especially important. For example, if you want to recruit Baby Boomers, consider reaching them via referrals or your professional network. Recruiting people from Gen Z will require using different online recruitment channels. One option is online social media campaigns.
Harnessing The Power Of Age Diversity
Knowing how to attract each generation can lead to a more effective and successful recruitment process. For example, Baby Boomers believe in “face time” at the office. They appreciate exciting, challenging projects and strive to make a difference. Be sure to tailor your message when reaching out to this age group and try to avoid bias.
On the other hand, Millennials care a lot about personal development opportunities, work-life balance, and working with a sense of purpose. Be sure to mention these things when writing your job description.
Employees working in larger organizations report that all age groups have equal access to training and development opportunities. However, people working in a smaller organization report that younger groups get more career development opportunities. Older colleagues said they needed to push harder to have the same access to career advancement.
To successfully manage a diverse age group, you must foster a culture that values the continuous need for training and advancement among all age groups.
Generational Differences In The Workplace [infographic]
One way to support shared learning is through age-diverse teams. By creating diverse teams, you can take advantage of the unique strengths of each generation. What’s more, you will also encourage your employees to communicate and collaborate with each other. For example, a Baby Boomer may have more knowledge of the specific industry you work in, while a Millennial may offer their skills in IT.
Communication at the workplace is an important aspect of a high-performing organization. To make sure that every employee is performing well and the entire team is in sync, communication is key.
However, as I mentioned before, different age groups prefer to communicate via different channels. Boomers opt for phone calls, while Millennials prefer to communicate digitally. To ensure flawless collaboration, you need to adopt different styles of communication with them.
Additionally, consider offering training sessions to the older generation if you choose one method of communication. When you consider the multiple benefits of communicating digitally, it is only reasonable that you would choose this type of communication. Introduce a program where younger employees will help the older ones familiarize themselves with digital communication.
The Importance Of Age Diversity In The Workplace
The purpose of multigenerational diversity in the workplace is not to be politically correct in order to meet legal obligations. It’s about introducing multigenerational collaboration at the workplace to drive the company forward. Moreover, it is about paying more attention to what employees need and want to stay engaged and motivated at work.
Employers need to be creative and brave to really explore what strategies will work for their business and people. Ultimately, age diversity can set your company apart from the rest and boost your rating among employees and customers alike.
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The Most Powerful Morning Routine I Found After 3+ Years of Experimentation A Realistic, Science-Based, Adaptable, and Aggressively Self-Tested Morning System The generational diversity in the workplace is growing. From seasoned Baby Boomers with years of experience to fresh-faced Generation Zers who are constantly connected, the workforce is becoming increasingly diverse in terms of age.
Today, companies often employ people from up to four different generations—and it’s no surprise that each generation has its own unique style, needs, goals, and characteristics that employers need to consider.
While managing such an age-diverse workforce is certainly not without its challenges, there are many benefits to employing a team that spans multiple generations.
Bridging The Generations Gap
By 2025, 99.3% of the US workforce will be made up of Baby Boomers, Generation X, Millennials and Generation Z. (Image source)
However, to take full advantage of said benefits, it is important that you understand the common issues employers face, as well as the best ways to address them.
In this article, we’ll look at generational diversity in the workplace, review some of the benefits and issues that come with it, and share some of the best practices that will help you approach the growing age gap at work.
Listen to how you can manage generational diversity in the workplace on the Recruitment On The Go podcast!
Generational Differences At Workplace
First, let’s take a minute to learn a little more about the four generations and their characteristics in the workforce.
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1. Baby Boomers were born between 1946 and 1964. This generation is known for having a strong work ethic, placing significant importance on professional achievements, and being somewhat reserved from a social perspective.
Because they are so hardworking, the Baby Boomers are often considered the “workaholic” generation. Not surprisingly, they are also very goal oriented and competitive. Because they grew up making phone calls and writing letters, Boomers often prefer one-on-one communication and phone calls over email and instant messaging.
Generational Diversity As A Competitive Edge
2. Generation X was born between 1965 and 1980. Because they are the least studied of the current generations at work, Gen X is sometimes referred to as the “middle child” between the ever-popular Boomers and Millennials.
Generation X, entering the workforce after the hard-working Baby Boomer generation, is widely credited with creating the concept of work/life balance. They are known to be extremely independent and self-sufficient and appreciate
