Full-Service HR

Managing a Multi-Generational Workforce

Ella Baker
Managing a Multi-Generational Workforce
Reading time 3 Mins
Published on Oct 18
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With four generations in the workplace, figuring out how to effectively manage such a diverse group of workers has become a challenge for many companies, small and large. Developing strategies to motivate and lead such a diverse group of workers will allow companies to success and, ultimately, become more competitive and effective. Join us as we consider some of the tactics you can employ to better manage your multi-generational workforce.

Career development

Generations Y and Z view career development and advancement in radically different ways than Gen Xers or Baby Boomers. Workers born in the ‘80s and ‘90s tend to view a job as a stepping stone. Generally, they place a greater emphasis on professional development and training opportunities when making career decisions, such as where to apply for a job, if to accept an offer, and how long to remain with an employer.

In contrast, workers born in the mid-1950s to the 1970s generally place a greater emphasis on tenure and loyalty to a company. They tend to have a more formal, traditional view of career advancement through promotions and increases in pay.

To optimize employee satisfaction, companies should consider cross-training for different positions with a focus on the development of transferable skills. This will help to keep the younger generations engaged, while honoring the experience and tenure of older workers.

Performance management

Employers also should consider generational preferences when developing performance management approaches. Regardless of age, all employees want to be appreciated for a job well done. The difference is the way appreciation and constructive feedback is delivered to employees of different generations.

Generations X, Y and Z tend to be less receptive to an authoritarian style of leadership, and generally prefer frequent and immediate feedback. On the other hand, Baby Boomers are more accustomed to a hierarchical corporate structure, and will generally respond better to more formal constructive feedback with an understanding that their work ethic and dedication have not gone unnoticed.

Benefits and perks

Employers should make sure that their workplace policies also fit the demographics of the entire labor force. This includes employee programs and perks such as health benefits and retirement plans, workplace flexibility and paid parental leave or paid or subsidized childcare.

Self-service tools to help employees access their benefits should also be examined closely. Technology that may be convenient and easy to use for one group of employees may be less intuitive and cumbersome for others. Make sure there is adequate user training and multiple ways for employees to get help when making benefit choices and using their benefits.

Let Sheakley help

Through enhanced manager training and other employee-focused programs, businesses can discover a unique competitive edge by bringing multiple generations together and tapping into the individual talents and skills of each and every employee. Sheakley’s Human Resources experts can assist in the evaluation of your existing employment practices and recommend steps to create a more multi-generational friendly workplace.

Get your free consultation with a Sheakley HR representative today and find out how we can help you develop policies and procedures to help you attract an increasingly socially aware workforce. Stay up-to-date on all things Sheakley by subscribing to our blog and following us on social media. Join in the discussion by commenting below.


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