It is not exceptional for organizations to employ individuals from multiple generations. Your company may be employing workers from the millennial generation, Generation X, baby boomers, and Generation Z. Knowing how to manage these various generation members is vital in today’s workforce. Here are some considerations for managing multi-generations.
For a multi-generational workforce, it is essential to encourage open dialogue that breaks down generational barriers. Set clear ground rules regarding expectations for both internal and external communications. Try to encourage workers across all age groups to individualize their approach by learning their co-worker’s inclinations, and then try to meet them in the middle.
Set clear expectations early for your multi-generational workforce. Also, take the time to reiterate these expectations regularly, so everyone knows about your expectations. Your entire crew must know your organization’s intentions, so they can be held accountable for the results of their actions.
All of your employees have various professional and personal needs regardless of what generation to which they belong. For instance, a millennial may want to work with you and see themselves on your level. At the same time, boomers expect to work for you and know how to thrive in an authoritative environment. You must listen to each generation so you can provide the correct tools and accommodations to help all of your employees succeed. With a multi-generational workforce, you must maintain a flexible management style.
Avoid stereotypes by not attempting to put people into categories. When managing multi-generational workforces, one size does not fit all. Remember that all generations have their share of lazy and entitled people and thoughtful and driven people. Manage the individual and avoid generational assumptions.
All generations need specific, regular feedback. Help all your employees change their behaviors and learn how to solve problems using constructive feedback. Feedback builds morale and increases retention. Deliver feedback on a personal level and remember to embrace the learning styles of each generation.
Your organization likely has employees ready to retire soon. Allow all your team members to learn from each other with traditional and reverse-mentoring learning opportunities. Any company that does not have a knowledge transfer plan in place risks falling behind competitors. A succession plan can help you recognize and develop new leaders to replace the retiring ones.
Generations communicate in different ways. While millennials are the tech-savvy generation, other generations may prefer face-to-face contact. It is up to you to convey your message to meet the needs of all your team members.
All generations are eager to learn, grow, and advance in your organization. Advancement can be a vertical move up or a lateral movement with the chance to lead a short-term project or assignment. Access to continuing education is excellent for growth and retention among all your employees.
SIS can provide your organization with top-notch employees from all generations. Contact SI Staffing and let them help your company meet production deadlines.