The four generations of workers, Millennials, Gen X, Baby Boomers and Traditionalists, all have different management needs to be most efficient at work.
The four generations of workers, Millennials, Gen X, Baby Boomers and Traditionalists, all have different management needs to be most efficient at work.
The very nature of today’s multigenerational workplaces is creating a shift in management strategies, as the old ‘one-size-fits-all’ sees the end of its glory days.
It is worth embracing the generational differences of your workforce instead of just putting up with them or trying to make them fit into an outdated management system.
Studies show that where a hierarchical system once thrived now is more effective through a networked approach. Process-focused has become outcome-focused. External rewards have shifted to intrinsic rewards. Weakness-based has becomes strength-based.
Some things transcend all generations, such as flexibility in working conditions and environments but employers that are getting ahead are tailoring their managerial systems to get the most out of each generation of employee and also improve their staff workplace satisfaction.
Different age groups have their own unique motivators –what drives their best performance at work is influenced by their generational identity.
Although all age groups are motivated by enjoyment, recognition and flexibility, research shows Millennials are more likely to be spurred on by basic pay whereas Gen X are looking for responsibility and challenges. Baby boomers are at the stage where responsibility and training opportunities are key motivators.
But before you can start implementing the above, you need to know the generational composition of your workforce. From there you can identify what skills are missing, start adapting workplace practices to suit each generation and watch your business thrive.
This article is adapted from the January edition of our sister title Human Resources Director.
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