Multigenerational Workforce - The Power of Age Diversification in the Business World
Multigenerational Workforce - The Power of Age Diversification in the business world
This article will talk about the function of the Multigenerational workforce and how it has become inclined with diversity, equality, and inclusion (DEI) factors in any organizations. Age diversity is widely accepted in many well-known multinational corporations around the world. According to the Winter 2022 Fortune CEO survey, 94% of the CEO uses D&I incorporation to include age diversity, as it has become an important goal. Having multiple generations at a company is important because it symbolizes that companies are not discriminative towards hiring only one age group, and it also shows that companies value having all age groups to provide equal rights in making a companies’ decisions. Enhancing multigenerational staff gives equal opportunities to each one of the staff, this also allows them to learn from each other.
What is a Multigenerational Workforce?
Multigenerational Workforce is where several generations are inclined together and work at a company, the generations begin from Traditionalists (born from 1925 to 1945), Baby Boomers (born from 1946 to 1964), Generation X (born from 1965 to 1980), Millennials (born from 1981 to 2000), and Generation Z (born from 2001 to 2020). Based on the Pew Research Center’s infographic, the highest percentage at the workplace is Millennials with 33%. It is said that by 2025, 75% of millennials will take place in the workforce whereas other generations remain at low levels. Millennials are very work-oriented, they have a strong open mind and always remain achievement-oriented, while other generations have other sets of skills. This could show that the possibility of ages 25 to 45 will remain to be the highest number of employees in a work field. But why is it that these age groups remain the highest at companies and why are several companies implementing all-age diversification in a workforce?
Values and thinkings of different generations at work:
1. Traditionalists
Traditionalists have grown from the years of World War, their values are high in providing long-term results to a company, longevity. Their thinking at work closely relies on personal touches and handwritten work rather than the use of emails. They think about being obedient rather than being an individual self at a company.
2. Baby Boomers
Baby Boomers are raised during the period of the Civil rights movement. They want team orientation and remain workaholic because they strongly value company loyalty, teamwork, and their duty. How they think and work well at companies is that whichever requires quick efficiency, and they prefer working face to face as well as phone calls, they value sacrificing a lot to attain success mentality.
3. Generation X
Generation X values diversity, and personal-professional interests rather than the companies’ intertest. Their way of working is having whichever is most efficient for them and likes to make phone calls or have meetings face to face. However, they tend to move on if their employers fail to meet their needs, as well as if there are obstacles in their personal life related to work matters.
4. Millennials
Millennials’ company values revolve around being responsible. They also value the quality of the manager they have and aim to have unique work experiences. They value growth. The way they see work is to maintain a work-life balance, always seeking challenges, and development. They tend to leave the organization if they are not open to the new changes made. Moreover, their work communication style would be texts and emails.
5. Generation Z
And lastly how generation Z values work life is putting importance on personalization, individuality, creativity, and diversification. They believe self-identity, independence, and new technologies can show their best upbringing in a company. The way they see work is using digital devices as their day-to-day tool, they prefer to have Millennials as their managers. They are always bringing innovative ideas to the table. Furthermore, they would find work more effective if they can interact with their boss on a day-to-day basis, they even predict receiving a form of training at their work.
What are the Solutions and Implications for each generation to sustain a Multigenerational Workforce?
With that said, of all the differences discovered per generation at a work field, it comes back to the question: how can we build a multigenerational workforce without disturbing each of these generation’s values? How can one work with having mixed generations at an equal ratio? Although age discrimination is still prevalent, companies are implementing DEI on a large-scale basis. Here are some ways employers and organizations can develop an age-friendly work environment for each generation.
Employer’s solution for each generation to diversify generation:
In order for traditionalists to blend into the Multigenerational workforce, employers should provide works that can give them a sense of satisfaction, as well as companies should give opportunities in which traditionalists can contribute and can emphasize stability, as said earlier, traditionalists value obedience and recognition. Thus, if they work on tasks that provide these stimulations, they can have a happy working environment with other generations.
As for baby boomers, employers might want to provide specific goals and deadlines because, as found, they value their duty, thus more strategic task works can keep them going. Furthermore, another solution is that the baby boomers can be put into the roles of mentors who coach and offer feedback to other team members.
Employers should provide immediate feedback to Generation X staff and provide them with flexible working arrangements. Since they value their personal interest a lot, it is best to provide them with more chances for work-life balance. Another important thing employers can do for this group is to provide more opportunities for their self-development because they want to keep learning.
Millennial staff should have their employers get to know them personally because they emphasize a fun work life. Employers should also manage millennials based on their results because they seek challenges. Additionally, giving them flexible time for their schedule and work assignments could benefit them from providing excellent results, immediate feedback is also necessary for this age group.
With Generation Z, employers should offer opportunities to do tasks on several projects at the same time because they are filled with creativity, and the ideas they earn are with the aid of technology. It would be very helpful if employers allow this group to work independently and they remain self-directed. This group also prefers a work-life balance, thus, employers need to provide this gratification to them.
The Continuity of Multigenerational Workforce
To conclude, this way there will be harmony in all age generations, a reduction of age discrimination and see how well a company can excel by using these solutions and implications. Therefore, emulsifying the diversification, equality and inclusion for each generation to take part in the company equally. Teamwork gives the best results and increases productivity when each age generation works based on the solutions provided.
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