Multigenerational Workforce
The word “multigenerational” is often one of those words we like in theory, but when it comes down to it, we expect more of the challenges than the benefits in our organizations. When you blend a room with the five generations present in today’s workforce (Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z), it’s possible your team will assume the worst.
Stereotypes are blatant about “old” people and “young” people these days. How many times have you heard that “old” people are too stuck in their ways, too harsh, too unwilling to keep up with the times? And likewise, how often do you hear the murmurs of “young” people and their entitlement, lack of responsibility, and poor work ethic?
What if we looked past these stereotypes to see the group of humans working on our teams? What if it didn’t have to be such a hurdle to create a multigenerational culture in our businesses? What if we saw more of the good than the bad? What if we as leaders focused on the benefits and productivity this rich blend could bring to our organizations?
Let’s take a look at three ways you can be intentional to form a healthy and multigenerational workforce.
Recognize the potential challenges. As you intentionally unite a multigenerational team, you’re going to likely run into challenges when it comes to career goals, communication, and work styles. Your seasoned, 70-year-old on staff will potentially communicate differently than your newest intern. According to the University of Massachusetts Global, varying generations will also likely have different career goals entirely! While younger generations often seek personal development, older generations are in it for the long haul, prioritizing stability.
Play off of your multigenerational team’s strengths. If you are facing challenges due to inconsistent skillsets, have you considered you might have the table set for productive mentoring partnerships among your staff? If your newest hire in her mid-20s is highly capable with technology but lacks hands-on experience, perhaps a seasoned worker can be of assistance while simultaneously becoming more comfortable on the latest update to your project management system. This is a great reminder that each employee brings strengths and can contribute to the team for more productivity and a great opportunity for reverse mentoring.
Be willing to adapt. One of the best reminders when it comes to a multigenerational workforce is to treat your staff like people, not like age stereotypes. No one enjoys being put in a box. Be willing to adapt your perspectives, opinions, or perhaps personally-held stereotypes toward people. An article in Forbes sums this up well, “Bridging the multigenerational gap in the workplace doesn’t have to be heavy-duty construction. Your strategies need to put people top-of-mind” (The Value Of Employing A Multigenerational Workforce). How are you accommodating work styles to keep multigenerational employees able to contribute their best? Have you considered allowing remote options? A hybrid work schedule?
You’ll begin to realize as a leader the sooner you’re able to effectively see your multigenerational staff for who they are as people–the strengths they bring, and the challenges they can overcome–and the sooner you’re willing to adapt to create a culture that makes space for more, the wider your pool of talent, expertise, energy, and ultimately…productivity.
