Intergenerational Dynamics in Your Workforce-Challenge or Opportunity?Intergenerational Dynamics Roberta Chinsky Matuson
May 30, 2008
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Think age diversity doesn't affect your workplace? Before you respond,
read the following situations and check off those that you've observed
in your organization:
* Younger workers who move on without a moment's notice (or in your case two week's notice). * Baby Boomers treating younger employees the way they treat their children. * Seasoned workers constantly reminding others how things were in their day. * Gen X'ers who appear to only be in it for themselves. * Younger managers struggling to gain the respect of older workers who are subordinates.
If
you checked off more than one box then your organization is among the
many facing intergenerational workplace issues. Some companies actually
believe these issues will go away on their own. They operate under the
premise that older workers will retire and the younger people will
mature in time to take the leadership roles vacated by this generation.
Problem solved.
Forward thinking companies understand that
intergenerational conflict is here to stay. Older workers are deferring
retirement and Baby Boomers are still climbing the corporate ladder.
Gen X'ers are holding middle and senior management roles while the
youngest sector of the workforce, Millennials, are just settling into
the workforce.
Organizations that fail to understand the
complexities or recognize the opportunities associated with an
intergenerational workforce may risk their ability to stay competitive.
As more companies address the issues associated with these challenges,
those not planning ahead and leveraging generational diversity will be
left scrambling.
Here are three things your organization can do today to turn this challenge into an opportunity:
Open the box
Instead
of putting people into boxes, we need to open the box to get a better
glimpse of what's inside. Provide employees with opportunities to
discuss their differences and similarities. Then focus on the
commonalities. This is the first step towards creating an environment
where generational differences are understood and appreciated.
Turn silver into gold
Mature
workers are no longer opting to spend the sunshine years of their life
in the south. That's good news for those New England employers who
recognize the knowledge and experience this generation brings to the
workforce. The key to retaining this generation of employees is to
provide them with opportunities to pass along their experiences to
younger workers.
Companies like Chevron, Prudential Insurance
and Monsanto have established mentoring programs to facilitate the
transfer of knowledge from one generation to another. Smaller
businesses can do the same.
Training
How can we
expect supervisors and managers to navigate through this complex arena
without proper guidance? Provide supervisors and managers with training
and access to consultants who can help them head off intergenerational
misunderstandings. Offer intergenerational management training as a
reward to all newly minted supervisors and managers.
Start today and you will immediately reap the benefits that occur when a company turns a challenge into an opportunity.
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