How to hire and maintain a strong multigenerational workforce

Just as individuals have unique strengths, each generation does as well. Those varied generations also have equally varied needs and desires.

Luckily, Beacon Hill knows how to help you hire and maintain a strong multigenerational workforce. Read on to learn more.
 

Four (actually five) generations. One workforce.¹

Depending on who you ask, there are four or five generations in the current workforce. For the purpose of of this article, we will focus on four. Members of the Silent Generation (born between 1928-1945), who make up an extremely small percentage of the workers of today, so while they are still there, our data does not include them.

The four generations are as follows:

• Baby Boomers – born between 1946-1964
• Generation X – born between 1965-1980
• Millennials – born between 1981-1996
• Generation Z – born between 1997-2012
   

Generational considerations

Baby Boomers

While other generations are known as more technologically savvy, Baby Boomers did have their share of technological expansion in the form of the dramatic uptick in television,² so the prevailing assumption that they haven't been immersed in those kinds of advances are not accurate.

While everyone is an individual, as a collective, this generation prefers⁴:

• Well-defined objectives and timelines
• Being given mentoring opportunities
• Settings with workplace teamwork
   

And by the way, they probably won't focus heavily on work-life balance⁵ as much as others because they're pretty used to having to work in a "normal" way for most of their careers.
 

Generation X

This generation was actively involved in the rise of computer use, so while later generations are more online-aware, like Baby Boomers, they know technology and watched it be built.²

They care deeply about:⁴

• Efficiencies
• Direct feedback
• Independence
• Improving employee engagement autonomously
   

Millennials

Given that the bulk of Millennials entered the working world during a recession², they've had to be adaptable. But though they can be flexible, they do have desires including:⁴

• Personal relations
• In-depth communication regarding their advancement and results
• Flexible work options 
   

Key statistic: "Gen Zers and Millennials (many of whom are now starting or raising families) largely say they are unwilling to sacrifice their well-being for work and are looking for ways to maintain work/life balance." ⁵

Generation Z

Generation Z has become synonymous with technology since it has existed for their whole lives.² Their priorities are similar to Millennials, but aren't 100% the same.

They want:⁴

• Options to multitask
• Autonomy
• Work-life balance
   

Generational stereotypes and strengths

Here are some of the most common things people say about different generations, good and bad.

Baby Boomers

1. Averse to change⁶
2. Loyal to employers⁴
3. Self-motivated⁴
4. Strong work ethic⁴
5. Competitive⁴
6. Willing to make personal sacrifices for professional success⁴
    

Generation X

1. Bleak⁶
2. Efficient⁴
3. Direct communicators⁴
4. Adaptable to new technologies⁴
5. Independent⁴
6. Steady and dependable⁴
    

Millennials

1. Entitled⁶
2. Competitive⁴
3. Achievement-oriented⁴
4. Tech-savvy⁴
5. Focused on work-life balance⁴
6. Open to seeking out unique work experiences⁴
    

Generation Z

1. Disloyal⁶
2. Diverse⁴
3. Open-minded and progressive⁴
4. Tech-savvy⁴
5. Individualist and creative
6. Self-directed⁴

It's wise to remember that while a portion of a generation may have certain strengths or weaknesses, people are not one-size-fits-all. If you have concerns about any of these negatives or are excited for the positives, ask your candidates questions to see if they describe them accurately. Get to know them, not the statistic they look most like in a report.
 

What you can do to attract and retain

No matter who your candidate is and where they fit in generationally, consider doing these things. They make a difference to every single person.
 

Offer the right benefits³

Almost 100% of the workforce considers health insurance to be an important benefit, but less than 70% of employers provide it. In addition, just 9% of workers disregard or don't care about 401Ks and/or other retirement accounts, however, only 52% of employers provide this option. As you can see employee benefit wishes stand in stark contrast to current offerings.
 

Be flexible⁵

Flexibility takes many forms. Here are some options to consider:

• Offer different working arrangements, especially for caregivers.
• Encourage ongoing learning including putting your team in a position to upskill regularly.
• Provide cross-generational mentoring and other mentor programs.
   

Focus on teambuilding⁵

Your team is only as strong as their belief in one and other. Spend time making sure they are cohesive and happy.
 

Confront isolation and loneliness⁵

Key insight: "Isolation endangers employee mental health, adds tension to team dynamics, and lessens organizational trust." – The Society for Human Resource Management

With the increasing popularity of remote work and different modes of communication, feelings of isolation and loneliness have risen. Though this isn't the case for all, it's vital to face these problems head-on if you encounter them. This can be accomplished with mentorship and other inclusion initiatives, but it's also smart to deal with these matters individually. This latter approach will make people feel heard and to provide the best solution to the specific cause.

Key insight: "Varying communication styles don’t just create miscommunication. They can also result in isolation." ⁵

Despite their manifestations and what each generation is willing to deal with, each enjoys many of the same things. The best way to help them all be happy is to communicate with them in the way that works for them and present them with opportunities to do their best work. If you would like help finding the right hires, Beacon Hill can get them for you, no matter when they were born.

Citations:

1. Managing Tips for a Multigenerational Workforce: From Baby Boomers to Gen Z 
2. Defining generations: Where Millennials end and Generation Z begins 
3. Best Practices for Engaging a Multigenerational Workforce 
4. Managing Tips for a Multigenerational Workforce: From Baby Boomers to Gen Z 
5. A Guide to Leading an Effective Multi-Generational Workforce 
6. How to Manage a Multi-Generational Team 

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