Managing five generations in a workplace is key to better efficiency. If you’re able to train the different age groups by optimizing the workflow and training them the basics of interaction with each other then you’ve essentially won half the battle in a multi-generational office.
Corporations had realized this way sooner. Generations training in the workplace is a time-tested and proven method of improving overall productivity. It’s about time you also get started.
In this article, we’re going to discuss all that you need to know regarding the five-generation paradigm. Exact training differs from industry to industry. Understanding the paradigms of the different age groups will enable you to chart the right course of action. One option is to perform a Training Need Analysis (TNA) based on Goldstein’s Model.
Generations in a workplace training – identifying five generations
The first priority for training employees and crafting policies that benefit a multi-generational workplace is understanding the key tendencies of each of the 5 generations that might be present within an organization.
First of all, however, it’s important to identify the five generations.
- The silent generation is made up of all the people who were born between 1928 and 1945.
- Baby boomers are people born after World War II. More precisely, people who were born between the years 1946 and 1964.
- Gen X is the group of employees born between 1965 and 1980.
- Millennials are those born between 1981-1996.
- Generation Z is composed of employees born between 1997-2012.
Generations in the workplace training involve different parameters of managing and caring for the generational differences in the workplace.
Five generations in the workplace chart
Bringing the generations together is easy with collaborative teams made up of employees from different age groups. There are plenty of games and fun activities to bring the different generations together. These include generational icebreaker games and multi-generational group games.
If your team is remote and using Slack, check out our suggestions of Slack games.
It is highly recommended that you strive towards becoming a learning organization.
Driving factors of the five generations
Generation Z
Generation Z is more tech-savvy and internet-friendly. Imagining a life without a smartphone or social media is impossible. Student debt is a concern nearly all Gen Z employees have.
Generation Z is also the most important for any organization. We’ll cover this age group in more detail than others.
- They are better at working in teams made up of different races, ethnicities, and nationalities. Leverage this when you’re forming teams.
- Technology has shaped how they think and work. This means that Generation Z employees are a great asset to any organization willing to leverage technological upgrades. Build teams led by Gen Z employees to manage projects that focus on improving the technological infrastructure of the workplace.
Attracting and retaining Gen Z employees:
- Spend in branding and digital marketing. If you don’t have an attractive digital brand (good online presence, a modern website, a decent social media presence, etc.) then potential Gen Z employees won’t pay much attention.
- The first place a potential Gen Z employee will research about the company is online – your website, social media handles, your marketing network, and so on. If you fail here it can be repulsive for them.
- Provide them access to modern, advanced, and latest technologies, devices, etc. This improves engagement. If you put them on older computers or with older technologies then they’ll quickly run out of enthusiasm. Maintain the productivity juice by purchasing the best and the latest in technology to aid your business.
- Gen Z employees are often very eager to start their career especially if they find a brand they like. Make sure you’re the right fit. Prioritize salary over benefits.
- Good salaries, help with student debt, less focus on experience and more on their skills or talent, project-based financial incentives, training opportunities, and skill development workshops are all great ways to attract the Gen Z employee.
The ideal Gen Z workplace:
- Gen Z employees look for stability. They don’t want to be in debt.
- Making a move to another company with better benefits isn’t a priority for them.
- Gen Z employees wish to be able to suggest changes to the ongoing work culture especially if it’s inflexible.
- A little bit of independence is warranted in how they approach their tasks. They might also look for more flexible work hours.
- A good-looking workplace that’s worthy of image-sharing platforms is key. Cubicles are a big no-no. These employees are looking for creative workspaces, especially those in IT firms.
- They wish to be in a workplace that leads by example instead of delegating tasks redundantly.
- Collaborative and active workplaces are more suitable.
Let’s talk about other age groups briefly now.
Millennials
Millennials are the largest age group in any workplace. They are more open to working digitally than the older generations.
- Millennials are tech-friendly. Skill-structured training, LinkedIn-based profiling, digital application tracking, etc. are nice features to have.
- They want to be leaders. Help them realize their leadership goals.
- Have a deeper purpose and philosophy in the workplace to be the ideal setting for millennial employees.
- Millennials want to bring about a good change in the world. They want to revolutionize not just the company, but the industry. Make sure there are no obstacles to that.
- Millennials want to be judged by their work quality and not the hours they log. Have an open mind, transparent approach, and honest communication with them to make them feel right at home.
- On-site daycare and mortgage assistance are both great perks for millennials.
Generation X
Self-reliant, hard-working, and financially responsible – Generation X was brought up in the age of the computer.
- They prioritize face-to-face interactions (during interviews, in the office, etc.) more than digital interactions.
- Online recruitment profiles of your business need to be responsive and attractive to be good enough for Gen Xers.
- Gen Xers prize their experience. Managers should also acknowledge their industry experience. Making them feel valued is core to retaining them.
- Workplaces that enable Gen X employees to have a great work/life balance are more attractive as they have to care for their families.
Baby boomers
Fixated on goals, baby boomers have strong work ethics and loyalty. Using technology in their daily tasks isn’t a very attractive idea for them.
- Go with more traditional recruiting processes. Formal resumes and face-to-face interviews are key. Advertisements, word of mouth, referrals, etc. are more effective in attracting baby boomers to job openings.
- Baby boomers thrive in systematic and traditional workplaces.
- Public ceremonies, awards, and accolades are top priorities for these employees. Notice their contributions by holding regular award ceremonies, for example.
- Open to group meetings, they prefer face-to-face interactions and nearly dislike digital interactions.
- They are hardworking and job-hopping isn’t a consideration. Make the workplace more attractive to them by introducing systematic paradigms, achievements to be unlocked, and job security through perks and benefits.
- Asking baby boomers to mentor younger groups is a great idea. They don’t necessarily need to be recognized as team leaders but as the more experienced of the lot, their industry knowledge should be channeled effectively.
Silent generation
The silent generation might not be familiar with the technology of today. Keep things conventional.
- The silent generation prizes personal interactions.
- Ask them to share their knowledge with their peers.
- Provide them opportunities to grow and succeed in managerial roles.
- Pension from long-term employment is a key consideration for them.
- Paid time off and a flexible transition to retirement are great perks for the silent generation.
