Given that the American workforce now contains four distinct age groups - Traditionals, Baby Boomers, Generation Xers, and Generation Y (aka Millenials) - what is the best way to manage such a diverse workforce?
Answers (8)
Robert P.
Connecting leaders, operations, and project management, while enabling successful project teams
Best Answers in: Project Management (3)
I disagree with the premise of the question. As a boomer by birth, I have nothing in common with the demographic other than birth year.
The best way to manage a diverse workforce is to have a contingency-based approach to managing employees. Each person is an individual, and should be managed as an individual, not according to the year they were born.
Paul C.
Senior Business Systems Analyst at Quest Diagnostics
Best Answers in: Government Policy (52), Government Services (4), Communication and Public Speaking (4), Using LinkedIn (3), Career Management (2), Ethics (2), Small Business (2), Education and Schools (1), Certification and Licenses (1), Job Search (1), Economics (1), Personnel Policies (1), Health Care (1), Work-life Balance (1), Treaties, Agreements and Organizations (1), Corporate Law (1), Tax Law (1), Internet Marketing (1), Business Development (1), Sales Techniques (1), Change Management (1), Equity Markets (1), Project Management (1), Supply Chain Management (1), Wealth Management (1), Starting Up (1), Energy and Development (1), Computers and Software (1), Web Development (1)
How is managing that workforce any different than managing any other workforce...? Set your expectations and make your employees either work toward them, or work elsewhere. Why make this more complex than it really is? You're the manager. Manage.
I guess I am a GenXer, so I speak from that perspective and none other. What's more important than anything is to be genuine and don't pander. Most of us young 'uns have grown up being bombarded with advertising so we can smell insincerity a mile away. Set clear expectations and insist on them being met. Be decent and fair. My guess is that any age group would appreciate that approach.
But, like I believe Mr. Prol was suggesting, I believe that everybody is an individual. Treat everyone respectfully and you ought to be fine. You risk demotivating people if you try to generalize them into artificial groups and managing to a stereotype of that group.
Generation diversity is best managed much the same way as other differences, such as racial and geographic diversity. In the end, it all comes down to communication and respect. Appreciate all members of the workforce for the unique perspectives and knowledge they bring. Instead of discouraging or ignoring differences, encourage them and use them as a learning tool to bring people together. Treat everyone with respect.
I agree with the other comments. The key is to be open to individuals and not stereotype by age.
Robert R.
Project Manager/Consultant (zrojasr@yahoo.com)
Best Answers in: Project Management (2), Business Development (1), Organizational Development (1)
There is an assumption that young people from each generation are unique and require special treatment from employers and just about anyone older. I contend that each generation has similar if not the same wants, needs, and attitudes. A few are brilliant, most are smart, and a few not so smart. There are many factors that may affect this but that is for another discussion. What changes is the technology of the time and how it is embraced or dismissed. So just as it was last year, twenty years ago, or fifty years ago if you define your goals, state your priorities, know the skill set needed, and develop a comprehensive plan you’re ahead of the game. With a firm project or company structure and a plan to work from you can then find people with skills you need and sell them on your ideas and the methods needed for achieving your goals. Just as always a manager needs the proper skill set to work in a team environment.
There is some interesting feedback on this one... So here is mine.
Your message should always be the same, but the delivery of that message needs to be relevant to your audience. If you blast out emails or print out memos, not everyone will respond in the same way. I agree you cannot “place” people in one category or the other, but you need to understand what is important to them. The key thing to remember is that people do not quit companies, they quit managers. The environment you foster, your ability to clearly communicate expectations and feedback to the entire team, your ability to lead by example, and your ability to coach versus manage(I believe the most important) are the reasons you will reduce turnover and increase employee engagement.
That being said, the best way to manage is to ask. Be open and candid with your employees and find out what is important to them. Apply situation leadership to all employees based on their expertise and willingness. Find the coachable moments to help your employees develop. You cannot tell someone how to improve unless they want to hear it. You need to get them to embrace change and be willing to attack it.
Anne B.
Senior HR Consultant at World Vision
Best Answers in: Staffing and Recruiting (2), Organizational Development (2), Job Search (1), Equity Markets (1), Ethics (1), Computers and Software (1)
A fairly good book on the subject is linked.
A
