The revolution at work

There is a revolution going on in the workplace. As the final members of one generation of employees leave, the next group is thinking about following them but are realising their plans for early retirement might not work out. Another generation is arriving on the scene with a mission to transform the workplace and they are impatient! Caught in the middle is a generation who've been patiently waiting their turn to shine only to find that the newcomers have other ideas.

Welcome to a workplace with multiple generations! Builders, Baby Boomers, Generation X and Generation Y are what we're calling them. I'm sure you will recognise these terms and will have seen the effect these different generations are having on the workplace.

As a manager your next challenge is to find a way to get these 4 diverse groups working together. If you've read anything on the topic you may be disheartened with the constant references to "generation gaps" and "conflict management strategies". Sure, each generation has it's own ideas on how work should be, but I believe this is the wrong approach. Instead of focussing on the downside we need to start focussing on how we can harness the power of their individual strengths to create more successful organisations.

Why this matters to managers
If you thought all the talk of generations was simply a strategy used by marketers, think again. These generational groups are having significant impacts on the role of managers. For example:

  • The Builders have all but gone, however their legacy lives on and in some cases they are still the CEOs of major corporations. Can we afford to lose their knowledge and stabilising influence?
  • Baby Boomers are getting ready to leave the workplace – or are they? The government has realised what a gap they would leave . . . in the workplace and in the social security system.
  • Generation X want to move ahead but feel the Baby Boomers are in the way. The corporate world is losing a lot of them to family commitments or the lure of self employment.
  • Generation Y are just starting out in their careers and are playing by their own rules. They know they are a small group and can afford to be fussy.

The differing needs of each generation are having a direct impact on a wide range of management issues including leadership styles, communication methods, change management strategies and customer service initiatives.

How it can help your organisation
IImagine you could find the model employee, one who demonstrated all the important characteristics you need to help make your organisation succeed. They would probably be someone who is:

  • Confident
  • Driven
  • Enthusiastic
  • Flexible
  • Hard working
  • Innovative
  • Loyal
  • Optimistic
  • Practical
  • Reliable
  • Solutions focused
  • Team player

Wouldn't it be fantastic if you could find all those qualities in one candidate. I'm sure some of you would love to get one of those employees and clone them! But that's a lot to ask and, if you are honest, you'll have to admit you rarely find it. I know in my experience as a recruiter it is a very rare find indeed. However, you can end up with a team with all these characteristics if you select the members of your team from across the generational groups.  Here's what I mean:

  • With Builders    you get people that are hard working, reliable and loyal
  • Baby Boomers bring their optimism, drive and team player attitude
  • Generation X are flexible, practical and solutions focused
  • Gen Y add innovation, confidence and enthusiasm to the mix

If you've studied personality styles you will know that all the models encourage organisations to have people with a range of styles rather than clones of each other because of the different points of view they can bring. The same is true with the generations.

Mature workers bring with them years of experience that can be invaluable. Younger workers bring with them new ways of thinking. These are both qualities that all organisations can benefit from. If you talk to your staff you'll find that many of them, young and older, get a lot out of working with people from another generation.

Now what?
The process of combining the talents of each generation starts with managers recognising the benefits of a multi-generational workforce and then requires some specific skills in managing staff who are older or younger than you.

My question to you is: are you reaping the benefits of a multi-generational workforce? Take a moment to think about the generational mix in your organisation, department or team.  Whether your staff are younger or more mature, think about the qualities they bring and how they can add to your success. Instead of talking about the "generation gap" start thinking about how you can harness the power of the generations and their individual strengths to multiple your business success.

Karen Schmidt from Let's Grow! is the re-engagement expert.
Her mission is to help you refresh, reignite and re-engage your team for success.
Contact her on  0411 745 430  or visit www.letsgrow.com.au