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When considering diversity, there is a tendency to focus on gender, race, disability, or sexual orientation. However, intergenerational diversity has surfaced as a growing phenomenon in many business environments. Addressing generational cohorts’ different values, attitudes, and beliefs can influence organisational outcomes.
We live in an exciting period as more generations continue to join the global, diverse workforce; as this trend continues to grow, it will become a necessity for leaders to understand the effects of generational differences and how to manage a multigenerational workforce that can add value to the long-term success of an organisation.
A multigenerational workforce refers to the composition of different generations of employees. A generation is typically defined by age boundaries, with those born during a particular era sharing similar experiences, values, and attitudes that shape their behaviours and preferences within the workplace.
Baby boomers (1946-1965 |
Gen X (1965- 1980) |
Millennials (GenY) (1981-1996) |
Gen Z (1997- 2020) |
Job loyalty High work ethic Competitive and focussed Willing to make personal sacrifices for professional causes |
Efficient Direct Communication style Independent Adapt to new technologies |
Competitive Achievement orientated Tech-savvy Focused on Work-life balance Open to seeking new work experiences |
Diverse Open-minded Tech-savvy Individualist and creative Self- directed |
Mature workers can act as a positive influence on junior employees through training or mentoring-related roles. Research shows that 70% of workers enjoyed working with generations other than their own. They understand the mutual benefits of a multigenerational workforce. Within this research, junior employees perceived mature employees as wiser by teaching them to consider perspectives different to their own and how to maintain engagement at work. Working with different generations allows employees to understand better the demands of each generation and how to help champion one another’s ideas.
Junior employees are primarily perceived as progressive and open-minded individuals creating a different ‘way of thinking that celebrates and values equality and inclusion. These employees can also help lay the foundations for innovations reflecting the organisation's future growth.
One of the essential benefits of multigenerational workforces is the ability to transmit and share knowledge. With different generations come different ideologies, experiences, attitudes, and values. As generations connect and work together, assimilating knowledge becomes an invaluable asset to organisational success.
Leveraging the strengths that each generation can create cultivates a collaborative and engaging environment that prepares organisations for future business challenges.
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