Managing a Multigenerational Workforce
For Human Resources Department and Business Managers, understanding the characteristic and personality of each generation in the company is very important, moreover if the company has a multigenerational workforce. The current productive generations are generally divided into four groups, which are baby boomers, generation Y, millennials and generation Z. Baby boomers are those born between 1946 and 1964, and Generation Y are those born between 1965 and 1976. The youngsters now a day are often associated with the term of “millennials”, and indeed this is the way we call the generation of people born between 1980 and 1995. What is after the generation of millennials? We have generation Z, born between 1996 and 2015.
These productive ages coming from three different generations are now working alongside and resulted in a multigenerational workforce. As each generation has their own way of thinking, different expectations and working styles it will be hard to unite them in one order that is applied equally to everyone. Further, the clash of idea and opinion must be happening frequently given those differences. There are also some stereotypes addressed to each generation, for example many executive thinks that millenials love the working world with a preference for flexible hours and prioritizing a sense of purpose over financial gain, according to HR Technologist. According to Business News Daily, the new generations often face backlash when entering workforce that may leads to an unproductive working environment. That is why defining one efficient manner that can be attractive to the multigenerational workforce is needed in order to manage the differences.
Here are tips what the HR department or Business Manager can do to manage a Multigenerational Workforce:
- Exercising Mutual Respect
The age’s gap can be a sensitive issue when it comes to ways of working and work attitudes. In a situation in which we understand each other’s generation characteristic, we can minimize or even avoid the miss-understanding and the stereotypes addressed to each generation so that everyone is able to build good relationship and empathy to each other. When the mutual respect is well practiced in a multigenerational workforce, the common values in the company will be able to be achieved.
- Multiple Communication Channels
Each generation has their preference on the way they communicate at the workplace. In order to unite the multigenerational workforce, the company will need to apply multiple methods communication including written, verbal and digital communications.
- Knowledge Sharing
The older workers undeniably have more working experiences compare to the younger workers. In parallel with this, they have more innovative solutions to certain problems and have the capability to inspire the younger workers in term of ways of workings and so on. As each generation has their unique skills and creativities, the younger workers also have something they can share to the older workers, for example, their advance knowledge in digital technology that can provide better and more efficient solutions in performing daily tasks or in doing projects. Building on this, knowledge sharing will help to build solid and unstoppable innovative team in the multigenerational workforce.