| 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 commonalties. 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. |
