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April 2018

How to Manage and Motivate a Multi-Generational Workforce

How to Manage and Motivate a Multi-Generational Workforce

Nowadays, companies tend to have employees of all ages, genders, and ethnicities. McKinsey’s research reveals that gender-diverse companies are 15% more likely to outperform their corporate peers, and ethnically-diverse companies are 35% more likely to do the same. With the help of job placement agencies, outplacement companies, talent acquisition groups, and human resources executive search firms, you never know who your next top performer might be. There may be an employee who is 21-years-old, while someone else may be in their late 50s.

Because of the wide age gap, you might find yourself struggling to try and manage each person. This is fairly common because younger employees may respond differently to management techniques compared to someone else who has at least 20 years of experience in the workplace under their belt. In order to properly manage the multi-generational workplace, there are few tips you should follow.

First, try and find the things that every employee has in common. Even though there is such a large age difference, there have to be some similarities somewhere. For example, find out what each employee's favorite food is. It's really easy to connect people using food since it's something we have to eat every day, and pizza tends to be the great equalizer in any office. while a Baby Boomer and a Generation Z-er may seem like completely opposite people, who can say no to pie? Host monthly food days where all of your employees are able to sit down together and talk about their lives. The food event can help open the doors to deeper discussions and more commonalities.

Next, don't run your company as a one-size-fits-all environment. Since all of your employees are individuals, you need to treat them that way. Not everyone learns the same and not everyone is going to have the exact same career goals. While some people may have similar aspirations, they might not plan on meeting those career goals the same way as their colleagues. Treat each employee as their own person and evaluate them on their character, not based on their age.

Finally, set up opportunities for the younger employees and the older employees to work together. For example, the younger employees may know a lot more about computers and technology than the older employees do. By bringing them together in small groups, you are allowing them to learn from each other.

When it comes to managing your company, you have to be aware of the fact that there is probably going to be an age gap between many of your employees. Take a look at the suggestions listed above when figuring out how to deal with the age gap the proper way.