Building a Strong Team in a Multi-Generational Workplace
The workforce is evolving. As the older generations retire, 20-somethings are moving in to positions that are helping to shape the culture of your company. Despite the rapid influx of Baby Boomers going into retirement, there remains a multi-generational workplace scenario that can create an interesting dynamic.
What employers are finding is that the younger generation looking for work is not motivated in the same ways as older generations. They’re more focused on looking for the right fit, which means they’re trying to land a position with an organization that fits their ideal company culture. And while this has changed the way organizations approach establishing and acknowledging their unique company culture, there are other aspects that have to be considered to create a productive environment that fits younger and older generations alike.
Student loan debt has surpassed credit card debt. Baby Boomers paid a fraction of the cost for college that Millennials did. This has resulted in the younger generation delaying getting married, buying a house and saving for retirement, as they feel the crush of debt upon entering the workforce. This has also led to CEOs creating more personalized plans for Millennials who don’t often participate in the company 401(k). For example, for companies offering to help ease student loan debt, they become much more attractive than companies that don’t.
There are also advancement needs that might be different from one generation to the next. Baby Boomers nearing the end of their careers are not going to be as attracted to learning opportunities, which is something that is in high demand for Millennials, but that doesn’t mean they can’t be part of the process. With years of experience under their belts, Baby Boomers serve as excellent mentors to incoming workers that need a valuable onboarding experience if they’re going to be successful.
Focus on Management
A multi-generational workplace can’t thrive without proper leadership. This means managers today have to know how to communicate with individuals from different generations. However, a good manager will also see beyond stereotypes and address each employee’s individual needs – it has to be on a person-by-person basis.
Just as you focus on building teams based on skillsets, you have to make sure your managers are effectively communicating with teams and recognize potential conflict and avoid situations that can cause a flare-up. Armed with the Predictive Index method, managers will know about the silent triggers that can lead to conflict.
At PI Consulting Group, we’re the Predictive Index experts that can assist you in managing your multi-generational workplace. Contact us and let’s discuss how we can help you.