Working in today’s era means that one is ready to join a varied range of ages. Therefore, there is the expectation that every person who is newly recruited into the workforce comes in with new life experiences, perspectives and also the views, which can assist the company to improve.
Challenges encountered by leaders in multi-generational organizations
The biggest challenges that the leaders in multi-generational organizations are facing is the employee age profile that can be estimated to range from 18 to 80 years. Looking at the multi-generational workforce, there are very high chances of negative stereotyping. These can be perceived by both the older workers who see millennia’s as being technologically obsessed or are trying to challenge norms, and on the other hand, the millennial employees look at the previous employees as being ‘stuck in their ways’ and perceive them as being very difficult to teach.
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Organizations should take the right steps in ensuring that leaders are overcoming bias. Generational differences should come in to present new positive opportunities that will be implemented in development at both ends of the spectrum. The younger generations have the enthusiasm that is well factored by trying out new things which can impact the organization positively since it encourages a culture of innovation. The older workers on the other on the other hand can leverage experiences and also their broad perspectives into assisting the millennia’s in comprehending costs and risks that are associated with the new definite ideas ( Lyons & Kuron, 2014) .
Multigenerational conflict and how it affects organizational culture.
The bringing in of different blends of ages in an organization can affect the organizational culture. The organization can have specific norms and cultures that will be altered due to the millennial recruitments. The communications methods for organizations will now have to change from regular forms of communication of letters to messages or transmission through a social media platform unlike before where they made calls or memos. It is up to the leaders to coordinate the different blends of ages to come up with new different and unique cultures that will impact the organization positively.
Workforce demographics are continuously changing on a global scale. The young generations are becoming of age and now seek to advance their career, and the older generations are retiring while others are staying in their roles. Generational differences between the millennial, generations Xers among others. Therefore, recruitment techniques have to be created in a unique manner sensitive to the diverse priorities, and their needs for every age demographic which is going to join the team. Millennia’s are perceived to be self-centered, but actually, they are the generation that cares more regarding company ethics and volunteer policies in a time when a decision should be made ( Lyons & Kuron, 2014) .
Major issues related to recruitment of multigenerational workforce
Recruiting strategies, especially when it comes to the placing of every message in place: to get the correct target demographic workforce. Here the recruiting team is marketing positions to attract top talent; thus the recruiting strategies must be of innovative approach and cost-effective. Knowing about the places and positions regarding the target demographics are likely to would be a good place, especially when designing a unique message. For instance, the Baby Boomers will specifically look for jobs in the traditional forms of job boards to search for job openings while at the same time look at the healthcare and some traditional benefits than those of the younger generations.
Reference
Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior , 35 (S1), S139-S157.
