- There are currently four generations in the labour market: baby boomers, generation X, generation Y (millennials) and generation Z.
- Generations differ in their approach to work and their expectations of the professional environment.
- Intergenerational cooperation fosters new creative solutions.
- Motivation methods must be adapted to take into account the diverse values of employees.
- Proper communication is key to taking into account the differences in technology use between employees of different generations.
- Training must take into account the diversity of needs, desires and expectations of different age groups.
- In multigenerational teams, conflict management requires establishing open communication and fostering cooperation between representatives of different generations.
- Multigenerational teams are more flexible and resilient to staff retention.
The importance of managing a multigenerational team in a modern company
Effective leadership of a group with representatives from different generations is crucial for the development of a modern company. A multigenerational team brings diversity of perspectives, experiences and skills. Having a multigenerational team can bring benefits to an organization, but it also creates challenges related to conflicts between employees representing different generations.
Characteristics of generations in the labor market
Today, four different generations can be found in the labour market. Baby boomers are those born during the period of high population growth after the end of World War II, between 1946 and 1964. For this reason, they often work for the same organisation all their lives.
Generation X is the group of people born between 1965 and 1980, which currently dominates the labor market. Like the baby boomers, representatives of Generation X are characterized by loyalty to their company. However, unlike the previous generation, they attach greater importance to professional development, value independence, and telegram number list care about a balance between their work and personal life. They are distinguished by their responsibility in the performance of their duties and good organization of their work. They are very focused on professional development and achieving a high social status.
Generation Y , also known as millennials, includes people born mainly between how to network in college: tips for making contacts 1981 and 1996. Representatives of Generation Y are very open to new technologies. They often change jobs to suit their passions and values. They attach great importance to their private life, expect a great deal of freedom and flexible working hours. In their relationships with superiors, they show a lack of attachment to authority and greater independence than previous generations.
The youngest generation in the workforce is Generation Z – those born after 1997. At fans data the same time, young workers from Generation Z demonstrate a very creative and innovative approach to doing things.
How to motivate a multigenerational team?
Different age groups have unique needs, which translate into their expectations of the employer. Therefore, in order to manage a team, it is necessary to understand the thinking of different generations in order to increase motivation, meet needs and create an attractive environment for all team members.
For baby boomers, financial stability is the most important thing. Traditional values and respect for authority are important to them.
Generation X also places a high value on salaries. Unlike older workers, benefits packages and other non-salary benefits are also important to them. They expect flexible schedules and are not willing to stay at work after hours. For this reason, a pleasant environment and personalization of the work experience are important to them. They need a leader with whom they have a collaborative relationship.
Flexible working is also important to Gen Z. They show a strong interest in remote work, often working from outside their home. Results are important to them and they expect rewards to be tied to concrete achievements.
How to use generational diversity as an asset for your company?
In today’s business world, leveraging employee diversity is a key element of corporate strategy. Each generation brings unique perspectives and experiences, which can lead to innovative ideas and solutions. Different generations work together, sharing their perspectives. Building strong relationships creates opportunities for mutual learning and development, as well as fostering a better understanding of differences and building respect between employees of different generations.
To maintain continuity in employee performance, it is in the employer’s interest to prepare a multigenerational team. They are flexible and more resistant to maternity or retirement leaves.