There are many HR challenges that today’s businesses have to face and one of those is a workforce of multigeneration employees. That means employees who are close to retirement are working next to those in their twenties and thirties, which can require special solutions.
Here are a few tips on managing a multigenerational workforce.
- Try to eliminate harmful generation stereotypes – Like it or not, there are some typical generation stereotypes. It is possible that you have five different generations of employees, all working together for common goals. The best way forward is to identify these generation stereotypes and basically debunk them all. If you need professional help, there is HR solutions for small business from a leading HR agency.
- Foster open communication – This is something that every business should aspire to, especially companies with multigenerational employees. People from different generations have uniquely different perspectives and values. If you communicate your wishes clearly and concisely, you can overcome some of these differences.
- Respect boundaries – Once you understand that different generations have different values, it is easier to respect their boundaries. Research tells us that younger generations are more likely to be open about social issues, while older employees might be reluctant to discuss certain things.
- Avoid having favourites – As the boss, you will naturally levitate to some people better than others, yet it is important that you don’t show any difference in the way that you interact. If you have obvious favourites and your behaviour shows this, it could cause resentment among the workforce, which is not something you want. When you hold staff meetings, make sure that everyone has a voice and try to be unbiased at all times.
- Dealing with various employee expectations – Of course, human beings are unique in every respect, yet certain generations may have slightly different expectations regarding their careers. Older people, for example, might not have a strong desire for promotion and self-development for obvious reasons, and this is worth noting.
- Create diverse learning opportunities – It is human nature for people to want to learn new things, yet we should also recognise that there are different ways to learn. Therefore, it is essential to offer your employees diverse learning opportunities. If you need some professional help regarding setting up employee training, you should approach a leading HR agency that can carry out a needs assessment, then they can set up a range of training courses that will appeal to all generations.
- Nurture an inclusive workplace culture – This is a very important aspect of managing a multigenerational workforce and there are things that you can do to create and nurture an inclusive workplace. Age diversity is often seen as an obstacle to inclusivity, and you should cultivate an ambience where every voice is heard.
All of the above can help to make generation gaps disappear and with professional help in the form of a leading HR agency.
HERE IS A LIST OF WORKING-AGE GENERATION
The list is as follows:
- Silent generation – Those born between 1925 and 1945.
- Baby boomer generation – Those born between 1945 and 1964.
- Generation X – Those born between 1965 and 1980.
- The millennial generation – Those born between 1981 and 2000.
- Generation Z – Those born between 2001 and 2020.
The above 5 generations could all be working for your company, which means that you need to take that into consideration when managing your workforce.
If you do not have an HR department, you can outsource all your HR needs to an HR agency who are happy to tailor their services to suit the client. Give them a call and they would be happy to discuss your HR needs and put together a plan that when implemented, will ensure that your multigenerational workforce gets the message.
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