Times are changing, and the workforce needs to be dynamic to keep up with the emerging trends and technology. This is why the modern workplace includes different generations working together, with Gen Z being the youngest workforce joining the group. Each generation brings diverse skills and psychological attributes to an organization, from work ethics to cultural perspectives.
As of 2022, employees from four generations are active in the workplace- Baby Boomers, Gen X, Millennials or Gen Y, and Gen Z
So, how can a company make this age-diverse team collaborate effectively and maximize productivity in the workplace? Or effortlessly blend their abilities and invaluable experiences?
From an organizational standpoint, employers can enhance the productivity of a multi-generational team in multiple ways. One of the proven strategies is to implement resource management.
This article highlights details about the multi-gen team and how resource management software can help you can help manage a multi-gen workforce effectively.
Let’s begin;
1. What is a multi-generational team?
A multigenerational workforce is an active workforce that comprises personnel from several generations. These varied groups are influenced by the major world events that occurred during the formative decades.
These groups are defined as:
- Baby Boomers – born 1946-1964
- Generation X – born 1965-1980
- Generation Y (Millennials) – born 1981-1996
- Generation Z – born 1997-present
Today, age diversification in the current workforce is the widest ever, and the presence of multiple generations expands the pool of available talent in the marketplace.
Therefore, it is more important than ever before to have multi-gen employees working side-by-side and create a healthy work environment that enhances the efficiency of the workforce. So, let’s dive deeper to know the strategies that improve productivity.
2. Ways to enhance the productivity of a multi-generational team
Despite the complexity of a multigenerational workforce, there are many things you can do to guarantee a positive and productive workplace.
Here are some tips to help you:
1. Provide flexible work schedules that support each generation
Allowing your multigenerational team to operate in various ways helps accommodate different working styles. This entails providing flexible work hours and a safe environment for employees to achieve the ideal work-life balance. Employers should also consider age characteristics and devise efficient strategies that help employees balance personal and professional lives, eventually enhancing productivity.
2. Assign the right person to the right role based on capability & skills
As discussed earlier, each employee brings a distinct set of talents and abilities to the table. At the same time, having a generation-biased pre-conceived notion is an unfair practice. Instead, managers should assess each resource’s skills, work experience, etc., before deciding on the ideal role, regardless of age. This will enable them to collaborate toward a similar objective and contribute their strengths to their work assignments by being more productive.
3. Promote professional development programs via reverse mentoring
Companies should organize professional development programs to keep up with the latest technology and tools. For example, they can establish a mentorship program, ‘reverse mentoring,’ that pairs baby boomers with millennials or Gen Z. Here, younger generations can mentor senior resources on technology and current trends. On the other hand, young people can also learn from their seniors and advance their professional careers. Furthermore, this technique can help to build an effective team, enabling members to learn from one another and boost employee engagement.
4. Form an inclusive workplace to break generational barriers
There are several instances in the workplace where people of various generations may have disputes over their fair share of things. Therefore, organizations must consider ageism and generation disparities when developing a diversity and inclusion policy. They should also consider their employees’ interests and give them equal opportunities regardless of their age. This will make employees feel appreciated and valued, and they will be able to share their concerns about project or process issues openly.
5. Reevaluate the feedback & reward-recognition system
How can firms establish focused recognition and incentive programs in a workplace with multigenerational employees? For that, it is vital to look holistically at the generational differences and understand your workplace’s key motivators and preferences. For instance, managers can implement simple gestures like an appreciation email or provide gym memberships, reward points, yoga programs, off-site activities, or team lunches. Additionally, an extra reward can be given to exceptionally high performers. As a result, employees feel valued, enhancing productivity in the workplace.
6. Revisit workplace policies regularly to embrace multi-gen workforce
Periodically examining the company’s policies and catering them to your multi-gen workforce is essential. For example, Baby Boomers may seek out companies that offer paid parental leave, caretaker assistance, medical checkups, phased retirement plans, and other financial assistance. On the other hand, Millennials are more inclined to firms that give student debt repayment support, house loan assistance, professional training, and flexible employment arrangements. Thus, an optimal blend of policies impacts the workplace culture and productivity.
7. Use tools to track employee’s real-time job performance
Performance management techniques will help managers track and evaluate each employee’s performance in real-time. Therefore, equipping a tool will provide insights into various resource metrics that help improve the employee’s productivity and engagement. For example, let’s say a Gen Z worker is underperforming; management may have a virtual or in-person 1:1 meeting to figure out what’s causing the problem. If lack of knowledge is causing a dip in productivity, then employers can host a training & development program. Similarly, various other remedial approaches can resolve performance-related issues.
In a nutshell, businesses that can capitalize on generational differences will develop a strong talent pool and assure long-term corporate development.
3. How resource management software can help manage a multi-gen workforce?
Today’s corporate environment comprises four to five generations working together. Therefore, it is highly challenging for leaders and managers to manage this multi-gen workforce effectively. Nevertheless, adopting resource management software that gives 360-degree visibility of the whole resource pool is an ideal solution. It enables organizations to remain inclusive and better leverage their employees’ skills to succeed in the marketplace.
Managers may use the tool to guarantee that work is distributed fairly and only based on merit. That way, all resources are offered equal chances based on their skill sets rather than their age demographics or other generational characteristics. Furthermore, the tool provides reliable and data-driven insights into resource performance metrics that help understand resources’ productivity and health index.
The tool empowers employees to choose work as per their area of interest. This promotes inclusion and enhances task ownership, satisfaction, and performance. It also helps with efficient bench management. For example, if a junior resource has been on the bench for an extended period, he may be allocated to strategic tasks. This allows for the most efficient use of all resources.
All these features of the resource management tool collectively ensure that the multigenerational workforce is successfully integrated and that productivity is maximized.
4. Conclusion
During this post-covid work transition period, companies must discard the stereotypes and follow the aforementioned strategies and tips to enhance workforce productivity. It will also foster innovation and contribute to developing an inclusive culture. This will enable employees of all ages to work cohesively, gain a competitive edge, and enhance profitability.
How does your business manage a multi-gen workforce that comes with diverse skills, competencies, and experiences?
