In the year 2020, the world was hit hard by the Covid-19 pandemic, causing a paradigm shift in the way we work. Technology became our lifeline as office meetings shifted to Zoom calls and work-from-home or hybrid environments became the new normal. Terms like BYOD (Bring Your Own Device), CYOD (Choose Your Own Device), and COPE (Corporate-Owned, Personally Enabled) emerged, leading organizations to create policies to manage device usage. Amidst this chaos, another challenge that companies urgently need to address is managing a multi-generational workforce.
Amidst all this chaos, there is one more challenge that companies need to address in a firefighting mode: managing the multi-generational workforce.
Technology has reshaped the world at an unprecedented pace. As a result, employees, too, have to match pace with the changing times. In many industries, older employees initially resist embracing change, while the younger generation is eager to adapt. So, how can an organization strike a balance? Here are some tips to help you find the answer:
Understand the strengths:
Even though the younger generation is faster at adapting to new trends, retaining older and experienced employees are essential for the organization. They have strong work ethics, tendency to work hard, and stay longer with a company. Besides, in several situations, their experiences of the era when advanced technology was non-existent can deliver exceptional solutions.
Have a clear vision:
The team manager must have a clear vision of the output he wants from the team. It is vital to understand that people have different requirements and performance abilities. Employees from two different generations cannot be motivated in the same way. Therefore, if a manager wants to enhance the team’s performance, he needs to adopt an individual approach for each team member and stimulate them.
Hire the right candidate:
The talent landscape is continuously evolving. When a position opens up in your company, the recruiter needs to ask himself whether a young mind brimming with fresh ideas or an experienced man with strategic knowledge will serve better. What do you need- technical skills, sharp analytical abilities, and intuitive decision-making? Asking oneself these questions will help find the right people. One can do it by creating a clear job description, mentioning the employee’s role and the years of experience required. This will increase the chances of finding the right employee.
Give your team a chance to speak their mind:
As mentioned earlier, employees from different generations have different drives. Some seek growth; some look for financial stability. The manager should encourage employees to speak about whatever worries them. If they feel they are heard, their performance will improve, and their dedication towards the company will strengthen. One can organize open talks or town hall meetings to break communication silos between the team and the manager.
Observe the behaviour:
Sometimes, behaviour and body language speak louder than words. Therefore, for management or the team manager, it is essential to study the behaviour of the team members. It helps trace conflicts or groups in the team. Also, it helps the manager understand how the team perceives him. This opens up opportunities to intervene at the right moment to resolve conflicts or boost performance. By implementing these strategies, organizations can effectively manage a multi-generational workforce and leverage the unique strengths each generation brings. Embracing diversity and fostering an inclusive environment will create a thriving workplace for all employees, regardless of age.
