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Leading a multigenerational workforce is highly advantageous for meeting modern DEIB standards. That’s because it sets the foundation for inclusivity by working around a common factor in almost every social situation – age.
Every generation has a different approach to interpreting issues and problem-solving. A company with a multigenerational workforce understands this concept and provides an age-inclusive environment that converts diverse perspectives and experiences in driving organizational excellence.
What is a Multigenerational Workforce?
First, let’s break down what we mean by a multigenerational workforce in simpler terms for a better understanding. It’s when a company hires and supports people of all ages.
So, to make this work, the company needs to really know each age group – what matters to them, what they worry about, and what keeps them motivated.
The current workforce has four main demographics of employees:
- Baby Boomers (born between 1946-1964)
- Generation X (born between 1965-1980)
- Generation Y/Millennials (born between 1981-1996)
- Gen Z (born between 1997-2012)
So, every group of workers brings something special to the workplace because of their different life experiences. These experiences are influenced by the time they live in and also the jobs they’ve had. Now, let’s look at the specific traits that experts have noticed in each generation.
Baby Boomers
People in this group really value hard work and are super dedicated and loyal to their workplaces. So, baby boomers usually want to stay at one job for a long time. And they also think a lot about retirement plans, financial security, and insurance as part of their plans for life after work.
Generation X
Workers from Generation X really appreciate creativity and resourcefulness. They like to think independently and take into account their own goals while also helping out the company. So, Gen Xers want regular feedback to get better at their job. And they’re also always looking for chances to learn and improve their opportunities.
Generation Y/Millennials
Right now, about 35% of the workers in the US are Millennials. Studies say that in the next five years, they’re expected to make up 75% of the talent pool. Millennials really care about having a balance between work and their personal life. Also, they want jobs with a clear purpose, not just for the paycheck.
These employees thrive in result-oriented work environments and apply tech innovations to advance organizational flexibility and performance.
Gen Z
Even though Gen Z, who grew up with digital tech, usually prefer online communication, sometimes they might choose old-school ways like talking face-to-face or using voice calls. This is because they know that online messages can be unclear and might also cause misunderstandings or conflicts.
Gen Z workers prioritize social and corporate responsibility beyond salary and employee incentives. As such, Gen Z seeks companies with a culture that exhibits strong inclusion and age diversity practices.
Multigenerational Workforce Benefits
Having a mix of different age groups in your workforce isn’t just good for making work better and getting more done. It also means you have lots of different viewpoints that can work well together in your company. So, in the end, it can really make a positive impact on your overall success.
Being open makes communication stronger and helps everyone understand and respect each other more. So, these are big benefits of having a mix of ages in your workforce. Plus, they also make your work environment even better.
1. Balanced “Frequencies”
Having a mix of different ages in the workplace encourages communication and collaboration in all sorts of ways. For example, older workers can share their years of experience to help with projects. Then, younger employees bring in fresh ideas to speed things up.
A workplace that includes everyone can lead to interesting connections, like reverse mentoring. So, this means that people from different generations share their knowledge. Thus, younger hires get to contribute their insights. And it also encourages more experienced team members to keep learning and developing.
Essentially, offering reverse mentoring opportunities at your company promotes a collaborative environment that attracts candidates from different generations.
Older employees can learn about the latest social media and tech trends from younger team members to make work more efficient. At the same time, these experienced individuals can share a bunch of practical industry tips they’ve learned over the years to help younger generations avoid mistakes at work.
2. Enhanced Problem Solving
Having people of different ages in your organization can mix things up and make your knowledge pool stronger. So, in a multigenerational workplace, the usual ways of organizing and meeting change, getting rid of unproductive meetings that might make employees feel disconnected.
In addition, better communication leads to more feedback loops, which are really helpful for solving problems. So, workplace leaders make problem-solving even better by recognizing ideas from employees of all experience levels. Thus, making the work environment more inclusive.
Here’s an example: have meetings where everyone gives feedback. It’s also smart to say thanks and recognize ideas from people of all ages. So, this helps make sure everyone understands what’s expected and stays focused and involved during the meeting.
According to Executive Presence Coach Therese Miclot, “Contribute as much as you consume. The best experiences are ones where we learn from each other. Acknowledge the wisdom in the “room” and set the tone that it’s everyone’s job to offer insights, ideas, and questions as much as it is to learn.”
3. Greater Creativity
When problem-solving gets better, solutions also come quicker, and there’s more creativity and innovation. So, having a mix of talents from different generations on your team can give your organization a competitive edge in the tough digital world.
Studies show that 85% of companies come up with new and clever ideas because they have a team with people of different ages. Therefore, when your workplace includes people of all ages, it’s a great place for coming up with spontaneous ideas. Then, these ideas can help find mistakes, gaps in the market, and new opportunities.
4. Improved Adaptability
Being adaptable is super important in today’s fast-paced work world. This skill helps workers change how they do things when industry trends, the market, or unexpected global situations shift.
Having a mix of ages in your team encourages adaptability. This positive culture leads to constant innovation and different viewpoints, which are great for tackling tough challenges at work. Thus, with a variety of skills and regular sharing of knowledge, your company stays strong and ready for unexpected situations.
5. Smoother Knowledge Transfers And Continuity
Efficient knowledge transfers are vital for company succession and long-term organizational success. Leading a multigenerational workforce optimizes internal training, promotions, and hiring initiatives.
For example, if older folks mentor younger team members, they can pass on important company know-how and experiences, keeping important skills even after they retire. So, this way, your organization keeps its top talents without spending a lot on hiring and training new people who might not be the right fit for the job.
Having people of different ages in your workforce is really important for making sure your organization stays productive when there are talent changes. So, this mix of talents helps your company last a long time by keeping important knowledge and the organization’s history safe.
6. Access to a Broader Talent Pool
An industry survey of 40,077 employers across 41 countries revealed that 75% of organizations face challenges filling job vacancies. These issues occur in diverse sectors, including information technology, health care and life sciences, and consumer goods and services.
Talent shortages have persisted after the Great Resignation and quiet quitting, which affects an estimated 50% of the US workforce due to workplace dissatisfaction.
According to Gallup, only 32% of employees really feel involved and interested in their work. However, on the flip side, 18% are actively not engaged. And those folks might also start looking for better job opportunities elsewhere, becoming passive job seekers.
When people aren’t happy at work, it’s often because there are problems with how managers communicate. So, having a mix of ages in the workplace can create an inclusive culture that welcomes different viewpoints and ways of working at all levels. This can also make communication smoother and help teams feel more connected.
Including people of different ages in your job description is a good way to improve your efforts in DEIB. Therefore, by focusing on skills and having a clear diversity statement that welcomes everyone, regardless of age, you can attract more qualified candidates.
7. Increased Customer Satisfaction
With a multigenerational workforce, B2C organizations could see a boost in customer satisfaction scores. Company representatives of each age group can optimize engagement strategies (based on interests and experiences in similar life stages) for customers within their demographic.
Essentially, having a customer service team with people of different ages can make your business strategy better. So, they can adjust messages and how they talk to customers based on what each generation likes and cares about.
8. Stronger Workplace Relationships
A workplace with people of different ages supports a good social structure. It also makes it easier for everyone to be open and understand each other. Thus, improving communication in various ways.
Having team members from multiple generations could also mirror the relationships of a healthy family. Doing so provides emotional support and assistance that elevate workplace moods and performance, which improves employee engagement, satisfaction, and retention.
How to Promote a Multigenerational Workforce
While multigenerational workplaces bring many advantages, they come with challenges and considerations. So, it is important to reduce tensions between the differences in intergenerational communication to promote a harmonious environment of respect and interdependence.
The initial step to leading a multigenerational workforce lies in understanding the unique career priorities of each demographic and tailoring organizational engagement based on those requirements.
It is also crucial to address the stereotypes, unique perspectives, and unconscious biases that exist in a diverse workforce. For example, you could organize casual out-of-office events to discuss individual concerns and build interpersonal dynamics openly.
You can further boost the satisfaction and success of your multigenerational workforce with the following workplace practices.
Clarify Preferred Communication Styles in a Multigenerational Workforce
People from different generations like to communicate differently, based on their upbringing, work history, and social experiences. So, instead of guessing, it’s helpful to know and understand each team member’s preferred way of communication.
For instance, 65% of Gen Zers may prefer texting and emails due to their speed and efficiency. Yet, Baby Boomers and Gen X may opt for more conventional communication modes for a sense of professionalism.
As a workaround, you could apply different ways of workplace communication based on the purpose of the message. These include using text for quick service updates and phone calls for developing long-term customer relationships.
Provide Adequate Learning Opportunities in a Multigenerational Workforce
The World Economic Forum reported that over half of the workforce needs re-skilling by 2025 to stay relevant in the workforce. Therefore, employees need ample training to meet the evolving social, and industry demands and new technologies.
To bring in and keep a team with people of different ages, your company can create a learning environment that suits various perspectives. So, you might want to center your training on important soft skills like critical thinking and collaboration, which encourage ongoing learning.
A robust upskilling strategy can help boost long-term job satisfaction for an age-inclusive team, preparing them for future goals.
Fine-Tune Hiring and Recruitment Campaigns for a Multigenerational Workforce
Your JD content determines the quality of your hires in today’s workforce. Ongig’s specialized Text Analyzer program helps you to get rid of inherent biases like ageism to diversify your talent pool. Instances of ageism may include subtleties that avoid detection, such as listing the years of experience required for a role, which could turn away younger candidates.
In addition, our unique Text Analyzer platform also helps polish your JD wordings to capture the attention of target demographics. The program’s reliable AI algorithms ensure the same inclusive “linguistic rules” consistently apply whether you’re running 100 or 1,000 descriptions across multiple job sites.
With the Text Analyzer at your corner, you can keep your JD libraries updated and compliant with the latest DEIB standards and take a leap toward yielding the benefits of a multigenerational workforce.
Why I Wrote This:
Ongig aims to provide employers with a reliable solution for scaling their inclusive hiring practices. This includes creating job ads that help build a multigenerational workforce. Request a demo of Text Analyzer today to learn more.
Shout-Outs:
- Team Stage – Millennials in the Workplace Statistics: Generational Disparities in 2023
- Deloitte – Understanding Generation Z in the Workplace
- PushFar – Reverse Mentoring – What is Reverse Mentoring, How Does it Work and What are the Benefits?
- Roger Patterson, Forbes Business Council – Why Adaptation Has Become The Must-Have Skill In This New Era Of Work
- University of Massachusettes Global – Overcoming the challenges of a multigenerational workforce
- LinkedIn – How do you encourage participation and engagement in a team meeting?
- Ideanote – How to Embrace a Multigenerational Workplace with Innovation
- Clarissa Windham-Bradstock, Forbes Human Resource Council – The Value Of Employing A Multigenerational Workforce
- LivePerson – The Digital Lives of Millennials and Gen Z
- Manpower Group – 2024 Global Talent Shortage
- Jim Harter, Gallup – Is Quiet Quitting Real?
- Dana Sirbu, LinkedIn – How Quiet Quitting and The Great Resignation are shaping the future of work?
