• When hiring different generations, it is very easy to put perceptions on the front burner and to use them as the determination of how you should or should not hire. In today’s marketplace, you are likely hiring both Baby Boomers all the way down to Generation Y. Don’t forget Generation X in there, too. With this unique assortment of candidates, it is easy to put a label on what is good or bad and use that to hire. That could be a problem though.

    Handing Employee Generation Gaps and Your Business Needs

    When it comes to managing this type of generation gap, it is critical for you to consider the traits and benefits that each one brings to the table and to effectively use those. Here are some tips that could help you through that process.

    1. Allow your workplace to flex and fit the individual’s needs that work with it. Just because the Baby Boomer generation is more set in their ways than Gen X, does not mean either option is better. Be flexible.
    2. Adapt your managing skills over time. You will want to learn to meet the demands and need of each generation as it approaches you. Do not believe your views are the only views that fit.
    3. Look at and know the differences. Baby Boomers worked hard, putting work above family. Gen X wants a more balanced work and life experience. Gen Y brings with it the tools to allow them to adapt to an every changing jobscape.
    4. Be willing to embrace change within the workplace. It pays to be willing to change with the times, as it will eventually affect your future as a successful business.
    5. You already know what motivates younger generations. In fact, many of today’s Baby Boomers are parents to Gen Y. Use your parenting skills in the work place (within the limits there) to motivate and encourage your staff.
    6. Communicate in the language the employee understands. Be willing to adapt in communication skills as well. Your managing style needs continuously to improve in terms of communication.
    7. Learn and grow as things change. For example, many Baby Boomers resisted the use of checkout counters and computers when they were originally used. Today, they have a natural reaction to resist new technology, but like before, they eventually adapted and began forcing themselves to use them. The same thing needs to happen in the work place. You may not like change but it is happening.
    8. Be educated about differences in attitudes. It is important for individuals to understand that generations are different and need different things. For example, Gen Y wants an environment that allows them to grow and learn, and employers that appreciate them. Isn’t that a good thing to have in the workplace?
    9. Know that with every generation comes change but that with that change progress occurs. Baby Boomers may have felt the need to work hard at their jobs and sacrifice family for it, but Gen Y has the confidence to demand a more integrated life. That is a good move from any level.

    10. Perhaps the most important thing for managers to do is to be the person that is willing to hire for the person rather than from the stereotype. Learning who the person is, what he or she offers and what advantages hiring them may bring, is far more valuable than hiring based on the ideal that a new generation isn’t a good move.

    Generations will come and go, changing over time. Managers need to adapt. Remember, the only constant in life and business is change.

    Learn more about human resource topics that managers face by spending time reviewing our helpful articles here at Avontis.

    This entry was posted on Friday, February 17th, 2012 at 3:00 pm and is filed under Process. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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