Times are a changin’ with three generations now commonplace at work. At the older end there are baby boomers, born from 1946 to the mid-1960s. In the middle are Generation X, born between the mid 1960s and the early 1980s. Generation Y, the millennial generation straddles the early 1980s to mid-1990s.
Mixed generation management is hard but not impossible. Here are some tips to help:
Millennials are “digital natives”.
They may not remember a time without mobile phones or the internet. They have a lot of value to add with social media and technology tasks. Mentor relationships can be developed between millennials and other generations where both sides coach the other on expert areas.
Millennials may not stay put if the workplace does not meet their needs.
Unlike former generations, it is harder to hold onto millennials. Find out what they want and look for ways to meet their needs. It is less about money for them than former generations. In a recent report, Deloitte identified:
Millennials’ loyalty to their organisations is connected to leadership development opportunities, workplace flexibility, and a sense of purpose beyond profit.
Millennials are not prepared to put up with a poor work life balance.
This is in contrast to older workers who traditionally accept working longer hours. PWC suggests rewards for younger employees based on results, not hours worked. Millennials may also place a greater value on the chance to work when and where they like. Offer this and you’ll get more from your younger teams.
If you hire the right people in the first place you’ll reduce tensions making mixed generation management smoother. The McQuaig Psychometric System delivers psychometric assessment to help find people that best fit together to work together.
Find out how the McQuaig Psychometric System can improve mixed generation management in your organisation. Call 0203 111 9292 or contact us here.