Due to a number of economic and technological factors, today’s workforce is populated by four generations of workers-Traditionalists, those born before 1946; Baby Boomers, those born between 1946 and 1964; Generation X-ers, those born between 1964 and 1980; and Millenials, those born between 1980 and 2000.
Managing this diverse group of workers offers its own unique set of challenges, according Arin N. Reeves, former attorney and inclusion and diversity consultant with Nextions, who recently discussed the topic with the National Federation of Independent Business (NFIB).
Reeves offered these four tips for best managing a multi-generational workforce:
1. Don’t think of generational differences as “rights” vs. “wrongs.” “Think of these differences as four pieces of a larger whole,” Reeves recommended. “If any one of them is missing, your workplace could be incomplete.”
2. Do give people options. “In order to cater to each generation’s needs, offer several options, when possible,” Reeves recommended. “Allowing the employee to make the decision helps you to avoid a discrimination lawsuit.”
3. Do involve several generations in decision-making. “Surely some decisions should be left solely to the leadership of a business, but some decisions benefit from multi-generational viewpoints,” Reeves recommended.
4. Do consider generational differences as you create policies. “To be more inclusive and avoid discrimination lawsuits, generational differences should inform policy decisions,” Reeves recommended.
To read the complete NFIB article, click here.