Partner Article

Managing a pluralistic workforce; from the baby boomers to generation X & Y

For the first time in history, there are as many as four generations working side by side in the workplace: the traditional post war generation, the Baby Boomers, Generation X and now Generation Y, born after 1995. This eclectic mix of age groups brings with it a number of challenges, not least the questions of effective human resource management and employee engagement.

Whereas organisations were traditionally used to generations of workers that would get a job and stay there for life (or at least a considerable period of time), today Generation X & Y practice a much more pragmatic approach to work; if they don’t see a path up, they will see a path out.

An important question is whether the driving force behind the values of Generation X & Y is truly a different generational mentality or whether it’s simply age itself? Whichever it might be, the case remains that 18-30 year olds are approaching work in a way that most organisations are simply not familiar with or prepared for.

The benefits represented by incorporating generation X & Y employees into traditional business structures are clear; current consumer empathy, new approaches to challenges, new skill sets. That said the benefits of having a workforce which spans generations shouldn’t be overlooked either.

Despite all arguments, there is no substitute for experience and the more senior (in terms of job title and years served) members of a company can offer a perspective and approach to business that others more junior members of the team, no matter how socially literate simply cannot.

They are often also the wardens of knowledge transfer and company culture (for better or worse) too and for these reasons (as well as a number of others) still have an important role to play in any medium-large more established company.

For more agile, flatter 21st Century organisations the above benefits may be less applicable or valued than a ‘Millenial’ attitude, but for the most part companies have to be prepared to deal with increasingly varied age groups within their workforces.

As the task required of HR becomes more complicated; bridging generational gaps, incorporating new technologies, driving ROI & new business disciplines etc. it will be increasingly important to have an HR system that can mirror and deliver on these new challenges.

With increasingly mobile workforces, the popularity of BYOD initiatives, and the globalisation of business in general, whether a company has either a traditional hierarchical or a flat, pragmatic business structure it’s imperative that they implement systems that prevent generational gaps (potentially promoted by all the above) impacting negatively on operational efficiency.

At the same time, by implementing such systems it will also ensure that every member of the team is being most effectively utilised due as per their specific skill sets, and everybody within the company (no matter their age) feels fully engaged with the company culture and its long term business goals.

Lee Grant, is VP International at Youforce

This was posted in Bdaily's Members' News section by Lee Grant .