Demographics define a generation, and generations enhance the workplace in multiple ways, including but certainly not limited to:
• Passion for corporate culture
• Commitment to inclusivity
• Shared respect
• Increased outputs
• Competitive spirit
• Improvements in engagement and morale
• Enhanced retention rates
Do multiple generations enhance or inhibit teamwork? Without a doubt, a multigenerational workforce is more flexible and encourages input from many team members. They are innovative and creative, leaving no one and nothing behind. Isn’t that what we all need and want—a workforce that is collaborative, promotes ideation and recognizes its members?
Yes, there are five #generations in the workplace!
Who are they?
• Baby Boomers
• Generation X
• Generation Y
• Generation Z
We know that each generation brings unique values to the workplace and that managers and leaders who understand, communicate, motivate, train, and retain multiple generations simultaneously are highly sought throughout the business community. Are #you one of those leaders?
A multigenerational workforce leaves no one and nothing behind. Let’s start by exploring the TRADITIONALISTS, who are the “comeback kids” of today. A growing number of seasoned workers have postponed retirement to return to work. Think about how they were raised; a typical traditionalist was told to be seen and not heard, was held to the “rule of the road/household” and was goal-driven. I say typically because I, for one, was not typical. There were no “rules” in my house growing up; along with my siblings, we raised ourselves, and yes, we were goal-driven, although each of our respective goals was different. For LinkedIn, we’ll generalize, knowing full well that many of you are also atypical.
What makes them tick?
Comfortable with conformity, they may be concerned about not pulling their weight due to unfamiliarity with technology. You may be surprised; they have the proverbial 10-year-old in their lives who can bring them up to par. They have a strong work ethic and are company-driven.
How to motivate and reward them
Known for loyalty and a willingness to help others, they are motivated by job titles and corresponding compensation. Positive feedback and performance reviews drive loyalty.
How to ensure that they are not left behind
They may find today’s workplace too casual and less formal. Provide opportunities for face-to-face conversations and recognize that they still “pick up the phone.” Engage them by recognizing their knowledge and experience; offer internal mentorship programs that allow the traditionalists to share their wisdom.
Top five tips for managing this group and your entire multigenerational workforce:
- Communicate using a variety of tools
- Recognize that at all times, everyone is both student and teacher
- Acknowledge expertise, ideation, and initiative
- Assemble diverse teams based on skills sets and not age
- Embrace your people and their purpose by celebrating differences and valuing the individual