Jobs evolve, and so do the generations comprising them, yet they coexist within the same workspace. However, this presents a challenge as it requires reconciling diverse views and perspectives that stem from distinct ways of thinking, learning, and acting. Companies must find ways to accommodate all generations and harness their unique strengths.

This is the essence of a multigenerational workforce: the convergence of different generations in the pursuit of organizational goals. But how can these generational differences be effectively reconciled to achieve optimal results within the organization? In this article, we will delve into the characteristics of a multigenerational workforce and provide insights on successfully implementing strategies to leverage its potential.

Understanding the Multigenerational Workforce

The multigenerational workforce comprises employees from various generations, spanning different eras and age groups. It brings together individuals of differing perspectives and experiences, all united by the common job they share.

The challenges posed by a multigenerational workforce also present HR departments with opportunities. By effectively combining these diverse generations, organizations can unlock untapped potential and achieve greater productivity. It’s like harnessing the wisdom of experience and the innovative ideas of newer generations to attain objectives through an integrated approach.

Generations in the Multigenerational Workforce

In today’s workplaces, diverse generations coexist, each with distinct characteristics shaped by the times they were born and their unique perspectives on work and life. Let’s explore the four main generations that comprise the multigenerational workforce: Baby Boomers, Generation X, Millennials, and Centennials (Generation Z).

Characteristics of Generational Working Groups

Let’s explore the distinctive characteristics of each generational working group:

• Baby Boomers (born 1946-1964): Baby Boomers value constancy, honesty, and loyalty in their work. They often prioritize job security and stability, viewing their career within a single company as a long-term commitment.
• Generation X (born 1965-1980): Generation X individuals have adapted to the internet era and excel in teamwork. They are skilled at finding solutions and solving problems collaboratively. They aspire to career development within the same organization and tend to form strong interpersonal connections at work.
• Millennials (born 1981-1996): Millennials have higher levels of education, with a significant proportion holding higher education degrees. They embrace learning and are comfortable with job mobility, often changing positions as needed. They seek challenges and actively avoid monotony or stagnation. Millennials are adaptable to changing project dynamics and generally handle failure well.
• Centennials or Generation Z (born approximately 1997-2012): This generation values collaboration and recognizes the contributions of each team member. As digital natives, they possess strong technological proficiency and are self-directed learners, utilizing the vast resources available on the internet. Many in this generation are inclined towards entrepreneurship and aspire to create their own businesses.

Understanding these generational characteristics can help organizations create inclusive and effective strategies for managing and leveraging the strengths of their multigenerational workforce.

The benefits of a generational workforce

The formation of multigenerational workgroups -or as we have called them, multigenerational workforce- in a company is a reality, and HR teams have had to learn from this and make the most of it. 

Regarding the latter, let’s look at some of the benefits that a company receives from a multigenerational workforce:

• Multiple perspectives. Having a workforce of different ages leads to different ways of looking at work responsibilities. Sharing perspectives within and across teams brings a wide range of knowledge and skills to support innovation. 
• Better problem solving – why? Multiple perspectives and diverse skills foster creative solutions to problems. This is because there is a broad view of the same issue, with everyone contributing from their own approach, which enriches the perspectives when tackling a problem. 
• Learning opportunity. An older worker can benefit from the innovation (or use of technology) and fresh ideas of a younger worker, and the younger worker will benefit from the experience of the older worker, for example.  This makes for mutually beneficial learning and mentoring opportunities.
• Increased employee retention and productivity. The constant transfer of knowledge and the skills upgrading mentality increases employee motivation and productivity, especially because you experience a positive corporate culture. You do your work with the feeling that you can not only add value to your team, but also learn something new and expand your knowledge. 
• Relationships are strengthened. This is because, through all of the above, relationships become meaningful within the multigenerational work team – being able to connect and be nurtured by people of different ages – which helps to meet the emotional needs of employees and contribute to job satisfaction.

The drawbacks and challenges facing a generational workforce

Having a multigenerational work environment brings benefits, as we have just reviewed. But it is also a challenge, as you have to know how to bring together these different generations, with different perspectives and approaches, in pursuit of the common goal of a company or project. 

Some of the challenges that can be encountered when working in the multigenerational workforce model are: 

How to communicate. Today, there are many ways of communicating with and between employees, but which is best if one of the members belongs to a generation that is used to phone calls versus others who prefer work chats? It should be clear how the team will communicate, as well as whether there will be video conferences rather than face-to-face meetings, which are more common for some generations than others. How best to connect with team members and avoid communication breakdowns requires careful consideration. Finding a common way of communicating is no easy task, but it should be analysed carefully on a case-by-case basis, so that it does not create a problem.

Negative stereotypes. This refers to those prejudices that some generations may have about other generations. This needs to be broken down and work needs to begin as unprejudiced as possible, as stereotypes pigeonhole workers and make it difficult to establish relationships free of these preconceived ideas.

Different expectations. Depending on the generation to which one belongs, one may not have the same expectations about work. Likewise, the ways in which people perform their duties, learn from training or expect their performance to be evaluated may vary, as may the benefits they can expect from an organisation. Considering what the expectations of each type of worker are generationally is very important when working with multigenerational groups.

Different ways of working. This aims at having differences in ways of working due to generational differences and thus causing intergenerational tensions within the organisation. In addition, generational gaps can be created, for example, by the use and adoption of technology.

How to better engage and manage a generational workforce

If you have a multi-generational team, what initiatives can you take to manage this workforce and get the best out of it? Here are some ideas: 

• Encourage collaboration
• Break down the barriers that separate the generations
• Adopt personalised and strategically sound communication methods
• Be inclusive
• Validate mutual knowledge
• Encourage flexibility
• Avoid stereotypes
• Empowering the multigenerational team with appropriate technology

The importance of HR in managing the multigenerational workforce

In this scenario, the role of HR is crucial to manage and grow a multigenerational workforce. 

Here are 5 key activities that can be undertaken to make this happen.

Study your employees

It may sound like a truism, but it is crucial to get to know your employees, especially if they belong to different generations. Take the time to learn about them both in terms of their generational background and on a personal level.

This initial step is essential for HR professionals to facilitate a fair exchange of knowledge among different generations within the organization

Lifelong learning and intergenerational exchange

An employee who is encouraged to train and develop is happier and more committed to his or her job, as he or she sees real opportunities for professional growth. Moreover, this training involves peers, and these peers can be from different generations. 

Therefore, continuous training also stimulates and encourages generational exchange of knowledge and provides keys to strengthen it.

Collaborative climate

To promote the objective that by working together, in a collaborative and united way, the intergenerational represents a real contribution to the achievement of the same objective. 

In this sense, there are no rivals or people from different generations with whom it is not possible to connect; instead, and with collaboration, it is possible to achieve what could not be achieved on their own.

Creating intergenerational mentoring opportunities

Generating intergenerational mentoring makes generational differences evident, but also generational similarities can be recognised and valued. 

In this way, generational interdependence can create new scenarios of inclusion and training.

Millennials: how to attract them and how to keep them in the company

In the United States alone, the millennial workforce is projected to reach 75% by 2025. That’s why it’s such an important generation to keep in mind when it comes to attracting them to work for a company. 

They should also be looked at, not only for the volume they represent, but also for certain characteristics of their generation such as their innovative skills, their creative capacity, their use of technology, their openness to change and their flexibility. Factors that are extremely important in today’s organisations and, for this reason, it is worth capturing this type of talent or retaining them (although, as we said, it is a generation that might not stay in the same job for long).

Tips

The multigenerational workforce is a fact of life in today’s organisations: baby boomers, generation X, millennials and centennials can all work on the same project.

This represents a challenge but also a great opportunity for an organisation to draw on the best of each generation. But this must be well managed and led, in order to achieve the expected results. 

Contact our expert advisors so they can help you to better manage the generational workforce within a company.