In the post-pandemic world, the most crucial human resources areas to focus on are retention, recruitment, and diversity within the workplace. Voluntary turnover rates are at an all-time high, while attracting fresh, qualified talent feels harder than ever.
And the difficulties don’t stop there. Once the roles have been filled and hierarchies established, the road ahead is filled with a need for approaches to create an inclusive and supportive environment for the different employees in your company.
When looked at through a lens of generational diversity, customizing the HR approach for each age group can help today’s main issues take on a clearer focus.
High voluntary turnover rates
A recent survey by Kronos shows 87 percent of respondents consider improved employee retention a high or critical priority. There are steps companies and managers can take to prevent people from leaving such as management training, more rewards and recognition programs, more flexibility, etc. However, customizing their approach for each generation can make an even bigger impact.
According to a study by Accor, 90 percent of leaders agree that engagement has a positive impact on productivity, yet 75 percent of leaders admit they have no engagement plan at all. Right now, one of the crucial components of workplace success involves creating plans to attract and engage the new generational mix at work — Gen Z or 'zoomers' (1996-early 2010s), Millennials (1981-1995), Gen X (1965-1980), and Baby Boomers (1946-1964). Companies that focus on engaging employees from each generation will have a competitive edge.
- Baby Boomers: make sure their experience is valued and they are given opportunities to share their perspective and knowledge.
- Gen X: provide opportunities for autonomy and independence; they appreciate direct communication from their manager, colleagues and the company.
- Millennials: provide short term career paths and the opportunity to give input as well as get frequent feedback.
- Gen Z: connect them with senior leaders, provide them with microlearning opportunities and provide opportunities to “work from anywhere.”
Recruiting top talent
Because of the high turnover rates, recruitment needs are crucial as well. Understanding generational diversity can attract top talent for your organization. There is tremendous competition for skill-based talent today, especially in technology and professional services. And once organizations find strong employees, being able to get them to accept the job offer is a crucial part of the process. Customizing recruitment efforts to address what each generation values at work can create a competitive advantage.
Train your hiring managers on how to ask questions and listen carefully to learn what each candidate values. And then train them on how to describe examples of your company exemplifying those values.
- Baby boomers want to know about their compensation and are attracted to positions that allow them to be in charge
- Gen Xers want to know they can trust you when you say you encourage a healthy work/life balance
- Gen Y wants to know how your company gives back to the community and how your company supports an inclusive environment; they are also focused on support for career growth.
- Gen Z wants to know your company is stable and will pay them fairly; many also need help paying back their student loans.
The communication gap
There is an increased expectation for companies to be focused on diversity, equity and inclusion. By helping employees understand their own biases and triggers, they can reduce their judgment and increase understanding of people at work. Looking at diversity through a generational lens can help address some of the common reasons for workplace conflict. According to a recent study by Lee Hecht Harrison (LHH) more than 66 percent of respondents experience tension among different generations at work.
Some suggestions across all age groups:
- Provide leaders with support to understand their own biases as it relates to age and model the way for inclusivity
- Provide age diversity training that provides tools to bridge the generation gaps in order to enhance team functioning
- Actively recruit talent across all ages to build a diverse, experienced workforce
- Open apprenticeships to workers of all ages
- Start a program to assist workers re-entering the workforce after a long absence
- Facilitate cross-generational mentoring to improve knowledge transfer
At Crothers, we can help you and your managers customize your generational strategy in addition to manager and employee training, and best practices for promoting a sustainable culture. Check them out here.
***
Kira B. Copperman, BCC, LMSW, is the author of Gen-Speak: Communication Strategies for the New Generational Mix at Work.