Is managing a multi-generational workforce as challenging as some portray it to be? The modern workplace consists of Baby Boomers, Gen Xers, Millennials, and Gen Zers, each with their own values and shared experiences. While managing a multi-generational workforce can sometimes lead to tension in the workplace, with proper leadership and guidance, managers and business owners may instead see an opportunity to make their work culture stronger than ever. Learn more about the different generations making up the global workforce and ways you can create an environment that caters to all ages.
Myths & Facts About Generations
Much has been written about the differences between each generation. However, sometimes these assessments tend to generalize workers and characterize entire people into predefined groups regardless of their actual interactions in the office. A few common myths — and the facts that refute each — about each generation include:
MYTH: Gen Z employees see their work as transactional and are motivated primarily by compensation.
FACT: Of all age groups, Gen Z is the only one that doesn’t cite inadequate compensation as the top reason for leaving a current job (though it is listed third). Zoomers prioritize career development and meaningful work more than compensation when leaving a job.
MYTH: Millennials prioritize work-life balance more than all other factors and more than all other generations.
FACT: When taking a new job, millennials value workplace flexibility no more than workers in all other age groups — and not as much as compensation or career development.
MYTH: When making employment decisions, Gen X employees are more motivated by traditional factors such as job security.
FACT: Gen X employees value meaningful work as the top reason for staying at their current jobs and uncaring, uninspired leadership as the reason to leave.
MYTH: Baby boomers care most about the transactional elements of their work experience such as pay, benefits, and opportunities to get ahead.
FACT: Younger boomers cite caring leadership and meaningful work as two of the main reasons why they stay in a job, or when those factors are missing, why they leave — just like Gen Z.
The truth is, across all generations, workers usually want the same things: good pay and benefits, valuable work, and leaders who care. Generational tendencies are a nuance of engagement — not a shortcut — and while there may be shared tendencies and experiences that inform conversations with generations, it’s not a code to be cracked.
So, How Do You Manage a Multi-Generational Workplace?
According to an AARP survey, 7 of 10 adults say they enjoy working with generations other than their own. The survey also found mentorship is one of the most effective ways to build a multi-generational workforce; across all generations, employees understand the benefits of collaborating with colleagues who are older or younger than themselves. Don’t separate different generations — foster conversation between them and see how their different ideas can come together into something truly great for your organization.
As a manager, retention is your greatest asset. Maintaining your current staff reduces the need for recruiting, promotes organizational culture, and preserves organizational knowledge for future generations of employees. Employers must understand what’s valuable to their workers and tailor engagement and total rewards strategies accordingly.
Similarly, recruitment strategies should be tailored to cast a wide net across all generations. Create inclusive job posts by writing descriptions free of jargon or ageism embedded within. Design an inclusive application process and ensure messaging throughout the application process is friendly, welcoming, simple, and easy to understand. Conduct inclusive interviews with a diverse interview panel and prepare questions and scoring systems beforehand so every candidate is treated equally. Finally, review your brand to ensure it’s attractive to all generations.
Finding the right candidate for your organization can be challenging — but HR Fit can help. Learn more about our Generalist HR Services or call 309.863.1202!
