Multigenerational Workforce: Focus on Similarities, Not on Differences
Appeared in Dr. Ruth’s monthly column, “Workforce & Leadership Development,” in the Independent Funeral Directors of Florida’s weekly e-newsletter, Independent Weekly, Vol 6 Iss 41, on October 20, 2023. www.ifdf.org
Four generations of employees predominantly comprise today’s workforce. They are the Baby Boomers (15%), Gen Xers (33%), Millennials (40%), and Gen Zers (10%). Plenty of articles have been published on how to engage, motivate, and create a productive and cohesive multigenerational workforce. Many of these articles focus on employers understanding the generational differences of their workforce and tailoring their work culture and employment practices accordingly. Understanding generational differences is important, but not all members of each generation adhere to the predominant characteristics or demographic profile of their cohorts.
Other articles focus on employers identifying those values and skill sets that are needed in their workforce and seeking job candidates from those generations that share similar values and skills sets. For example, if the employer is interested in expanding their online presence through social media engagement, they might only consider job candidates from the younger generations (Gen Z or Millennials) because of their digital skills. This approach might overlook segments of the workforce (Gen X or Baby Boomer) who are just as social media savvy as the younger generations.
There is another approach to building a productive and cohesive multigenerational workforce that researchers and practitioners are championing. This alternative approach focuses on the shared work needs and priorities of all generations in the workforce and on creating a work culture and work experiences that address those shared needs and priorities. According to recent studies, workers from different generations want most of the same things but at different times in their life stages. For example, the Gen Z and Millennial workers may want flexible work schedules that will allow them to achieve work-life balance, but so would the older generations (Gen X and Baby Boomer) who may need to take care of their aging parents.
According to research data, the multigenerational workforce shares the following needs and priorities:
Choice and control over their work and when they perform it (flexible work hours, remote or hybrid work).
Clear job expectations and fair evaluations.
A safe, interesting, and motivating work environment, in which they can build relationships, learn, engage in energizing teamwork and individual work, be innovative and creative.
Recognition and appreciation for their work regardless of the job title or nature of their work.
Job security and feeling valued by the employer that comes from pay raises, fair compensation, fair work experience, and benefits.
Opportunities for growth and development that demonstrate their employers willingness to invest in them.
Work-life balance.
Workplace fun.
Creating a work culture and implementing employment practices that address, as much as possible, the workforce’s shared needs and priorities can help employers build a cohesive and productive multigenerational workforce. Showing empathy for, listening to their employees, and providing as much support to them as possible at their life stages can help foster employee loyalty, motivation, and job satisfaction.
Dr. Ruth's Bio:
Dr. Ruth Bedell earned her Ph.D. in Industrial & Organizational Psychology from Keiser University in Ft. Lauderdale, FL. She is the founder of Bedell Consulting, LLC, "providing enterprises with exceptional people solutions" by applying evidence-based best practices and knowledge of workplace behaviors to effect positive change. Dr. Ruth is also the Associate Director for Outreach of the IFDF.