Discover how to engage a multigenerational Workforce

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In recent years the workplace environment has began to see up to four different generations working side-by-side. The Baby Boomers, Generation X, Millennials, and Generation Z are now all working together, which may present a set of challenges to employers and employees alike.

However, this workforce comes with generational diversity – that varies widely in terms of skill sets, attitudes, relationships with technology and machinery, as well as expectations and training preferences. Therefore, it is important to engage and target each generation specifically – instead of grouping as one.

In order to engage and motivate a team that is multigenerational, employers have to understand what values each generation holds and discover what is important to them.

Baby Boomers (1946-64)

Baby boomers grew up in the post World War II era, which has resulted in a very strong work ethic. This generation respect authority and are likely to stay long term with a business. When engaging this workforce several key tactics need to be in place.

Engagement techniques include:

  • Recognise contributions and achievements
  • Challenging, goal orientated assignments
  • Opportunities to mentor younger colleagues

Generation X (1965-1980)

This generation represents many current and rising leaders. The Gen X employees are known for being highly independent and resourceful, being the first generation to start implementing the work/life balance. Many in this generation have extended their time in the workforce, as they were hit the hardest in the 2008 financial crisis.

Engagement techniques include:

  • Family-friendly programs e.g. flexible schedules
  • Provide one-on-one mentoring
  • Have a performance based reward system in place

Millennials (1981-1998)

Millennials have been labelled impatient, lazy and high maintenance by their peers, in the older generations. However this generation is in demand for their technological savvy ways. Millennials make up more than half of the workforce and desire control and customisation, therefore offering pension scheme sign ups allows them to be in control of their future.

Engagement techniques include:

  • Offer flexible work environments and work/life balance
  • Pension scheme sign ups
  • Provide regular feedback and positive reinforcement
  • Provide management training to prepare them for leadership when Gen X and Boomers age out

Generation Z (1998-Present)

This generation currently only makes up 2% of the workforce but is soon set to reach 30% by 2020. Having never experienced life without the internet Gen Z are digital natives. Through growing up in the startup of social media platforms they crave constant feedback and seek community, wanting to work for causes they believe in more than any other generation.

Engagement techniques include:

  • Have a mission-driven company culture
  • Financial incentives for hard work
  • Incorporate new technology into training
  • Flat organisational structures that offer access to upper management

Each generation is defined by their different values, attitudes and takes on the workplace. However they all share the same human desires such as belonging, having a purpose and feeling secure, as well as being recognised for the hard work they put in.

It’s important to understand and appeal to the different generations in order to get the most out of your workforce. These shared desires should form the foundations of your business’s employee engagement strategy for a multigenerational workforce.

Here at Adore, we feel that having a multigenerational workforce is the key to success if engaged in the correct way as optimal results can be gained through the different key skills each generation holds.

For more information about Adore visit our blog page.