Power of Generation Building

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44 percent of today’s workforce are millennials, and they are growing. Boomers are retiring at a rate of 10 percent per year and Gen xer’s are saturating the high potential pools waiting for their opportunity. What does all this mean? It means the workforce is changing and for the first time in decades there are 4-5 generations contributing to the workforce in a single company. This is great news because now organizations can leverage the population mix and the thinking that comes with it.

DMBA ILI has been collecting data on what companies are doing with the multiple generations in the workforce and the practices being implemented to retool the generations. Below are tips that provide insights on what other organizations are doing to leverage the generational mix:

Companies are developing tool kits and custom training to navigate the changing workforce:

  • Internal multi-generation tool kit for managers to help them understand; and appreciate how collective generations create a more diverse and inclusive workforce;
  • Creating intergenerational resource groups to assists in educating employees on generational differences in daily routines;
  • Training to also address social habits and behaviors of each generation so that teams can work through conflict and increase collaboration.
  • Specific training for leaders on transformational leadership styles to enhance existing skills.

Companies are intentionally creating environments for authentic conversations:

  • Encourage leaders to have honest authentic conversations to bridge gaps in style dynamics between managers and team members;
  • Leverage employee resource groups to support difficult conversations on how to address stereotypes and unfavorable workplace behaviors. Focus on minimizing judgments and assumptions.
  • Utilize reverse mentoring with boomers and millennial to encourage open and honest communication on workplace expectations.

Companies are successful when consistent communications and messaging occur:

  • All communication teams across enterprise should have similar goals for messaging to each generation as diversity and inclusion means something different to each group;
  • Companies must be sensitive to what communication methods are used and the types of messaging delivered to employees that are in remote locations and virtual environments;
  • Create different communication platforms for remote and virtual employees with the understanding that one size does not fit all. Leverage marketing teams to support specific messaging.

These are just a few insights I wanted to share to provide you with something to think about. You may already have a robust generational strategy, but if not; these are some of themes you can think about integrating.

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Pamela McElvane
Pamela McElvane
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