The New Workplace

Getting the best talent into your business is as tough as it’s ever been.

For the 1st time in working environment 5 generations will be functioning together. A plan is needed to manage these differences to the advantage of your employees and in return your company.

Globally growth-leading companies have something in common: a relentless focus on talent from the pit of generations. They are very intentional about this. Executives who lead these companies use the differences within the generations to maximize profitability.

Who are you and what do you stand for?

Mature: (-1942); believes work is an obligation: respects authority, takes rational approaches and produces quality work; money and compensation is important and retirement the end goal.

Boomer: (1943-1964); job-focused; security and stability conscious with stated goals and tasks; communicates in-person; separates personal and professional life; loyal; strong work ethic and not afraid to work the hours; specific known feedback system needed.

Gen X: (1965-1977); values work-life balance and independence; adaptable and resourceful; embraces and uses technology to enhance productivity; “the new working environment”. 

Gen Y: (1978-2000); work-life balance and flexibility most important; seeks freedom; wants instant workplace equality; doesn’t fear authority; seeks challenging and meaningful work; needs immediate recognition, affirmation, connection and feedback.

Gen Z: (2000 onward); life experiences above all – want to be happy in what you commit to.

The challenge

What is your understanding about how the different generations work differently?
How do the customer needs, interaction and work styles from different generations differ?
And what are you being done about it? 

Strategies 

Given that each generation has unique strengths and weaknesses, how are you embracing your five generations of employees working harmoniously as a team?

Ideas:
Offer coaching. Coaching offers a confidential platform to plan and build their careers. Coaching highlights opportunities within the organization that they never thought to consider.
Innovate by tapping into all groups. Brainstorming sessions and meetings with a diverse group means more viewpoints and creativity.
Consider individual needs. Know and address your employee’s values, wants and needs.
Commonality. Stress business common goals (sales, profit, customer satisfaction) and pulling together will help overcome generational differences and build tighter bonds.
Retirement planning. Sustain older worker’s valuable institutional knowledge and think about mentoring opportunities for business and them.
Praise for contributions. Emphasize their unique differences and achievements within the business common goals.

The strength in it all

Embrace the experiences, knowledge and cultural familiarity from each generation in your organization and make it your unique selling point!