The modern workforce is generational, each with its own unique set of work customs, expectations, and preferred methods of conveying information. When businesses adopt policies that help employees of different ages work together productively, they gain a competitive advantage. How can you best utilize a workforce that spans multiple generations?
See Also: How to Navigate the “Gig Economy”
Advantages of Employing People of Different Ages
Having employees that span multiple generations is beneficial. Younger workers have more experience with technological progress and advancement. Similar to how more seasoned workers might benefit from the wisdom gained from years on the job, such wisdom can also be used to influence decision-making. Greater output is the result of a combination of new ideas and learned wisdom.
Important gains from employing people from different generations include:
Generational differences in outlook on the workplace might be significant. In order to foster creativity, it is important for members of different teams to share their points of view with one another.
the ability to think critically and creatively in the face of a challenge and implement novel solutions. How we react to and engage with others in times of difficulty and conflict is shaped by the experiences we’ve had in life. Therefore, teams with a wide range of ages can provide a wider range of solutions to issues.
Potential for education and guidance
When a group has a wide range of backgrounds and experiences, there are more opportunities for members to connect with one another and gain new perspectives. These can take the form of mentorship relationships that benefit both parties. Others with more seniority can guide those with less experience in their professional development. In addition, younger employees can share their knowledge of modern trends and technologies with their more senior colleagues through the emerging practice of reverse or cross-generational mentorship.
Transferring and retaining knowledge: the talents and perspectives of each generation help a company prepare for the leaders of tomorrow. A strong internal talent pipeline ensures that the company’s tacit knowledge remains in-house. We prefer to promote from within and invest less in external search.
Having meaningful connections with coworkers might help satisfy employees’ emotional needs and boost morale on the job. In the same way that a family provides opportunities for interaction between members of different generations, an organization that includes people of varying ages can do the same.
Challenges posed by a multigenerational workforce
A workforce composed of members from different generations might be beneficial, but it also presents certain challenges.
Problems with Communication Generational gaps are likely to exist in both preferred communication strategies and the understanding of tone. Communication with staff members has never been easier than with the advent of modern technologies like email, instant messaging, and phone/video chats. It’s important to give some thought to how you want to communicate with your team members in order to avoid any misunderstandings.
As with all forms of diversity, assumptions are made about persons of different ages. Some members of the older age may view those of the current generation as entitled, oversensitive “snowflakes.” Some younger workers may have the misconception that their more senior colleagues are resistant to change and reluctant to adopt new technologies. These oversimplified generalizations breed prejudice, discrimination, and ageism, and can even get you in legal hot water.
The varying expectations of employees – As a result of this generational divide, workers from various generations may have varying expectations from their jobs. There is room for variation in how people complete tasks, take in training and anticipate their performance. Furthermore, the notion of a desirable salary package may shift from one generation to the next.
