How to create an age-neutral workplace

Posted by: Alison Citti

With the third season of TV Land’s “Hot in Cleveland” well under way, the show’s leading actress, Betty White, 90 years young, has established that she doesn’t plan to retire anytime soon. While she might continue working for the fun of it, many 55+ Americans work out of necessity. In fact, USA Today recently reported that 36 percent of workers expect to have to keep working after age 65. That’s up from 20 percent in 2001.

With baby boomers delaying retirement and Generation Y rapidly entering the workforce, managers are facing a new challenge — how to manage a multigenerational workforce.

The differences between generations span from communication techniques to social norms. One stark difference: baby boomers are competitive and think workers should pay their dues, while Generation Xers are more likely to be skeptical and independent-minded. And Generation Yers prefer teamwork, feedback, and technology.

A company’s first priority should be education. This is a managerial situation unlike any in recent history. HR managers must learn to identify and adapt to generational differences while also facilitating and encouraging cross-generational interaction. Generation X and Generation Y can seek insight and guidance from experienced baby boomers. Baby boomers can learn or sharpen technological skills with the assistance of younger employees. This will help build relationships and cohesion among the professional team.

HR professionals must also seek the advice and input from each era of employees. While it can seem second nature to approach Generation Yers with questions regarding technology or baby boomers with professional ethics queries, managers must seek feedback from each generation, regardless of topic.

According to the AARP white paper, “Leading a Multigenerational Workforce,” recruiters today must learn to minimize the vast differences in personalities and work styles, beginning with the interview. The organization highlights two key tips:

1. Target your messages. Recruitment messages should be geared to each generation. Use specific language that will attract talent across the age spectrum.
2. Don’t overlook older workers. Workers age 55-64 make up the fastest-growing group in the labor force, while the 35-54 age group is growing much more slowly. Targeted recruitment of mature workers gives employers a competitive advantage in acquiring the right talent.

What issues are you experiencing with cross-generational employees?