If you haven’t seen it, the playful Forbes 10 Under 10 Influencers in Tech video jabs at the ever-diversifying tech industry. (Our own Andee Harris wrote more about the video here.) It seems as though each start up founder is younger than the previous and this video implies that it won’t be long before think tanks will be held in bouncy castles. But it’s true, Millennials (1980-1995) and Generation Z (born after 1995) are taking the workplace by storm, working alongside members of Generation X (1965-1980), Baby Boomers (1946-1964) and the Silent Generation (1928-1945).
This can complicate HR’s role. Management strategies and office cultures need to satisfy five different generations. Companies need to plan training, communication and coaching for employees whose ages span over 50 years. That’s a broad spectrum. The workforce in 2016 is a melting pot of needs, values and lifestyles. But no matter the generation, people want to be appreciated and recognized for their accomplishments.
Moreover, the “climbing the corporate ladder” trope no longer applies. Today, the ladder is more fluid, like a collection of ropes. HR needs to adjust to this fluidity by adjusting its approach to hiring, retaining and motivating employees.
To help this multi-generational workforce function and thrive, companies must implement adaptable tools. Today robust employee engagement platforms are adaptable to every generation’s workplace needs and empower continuous feedback, goal-setting, recognition and surveys — all of which reinforce a unified company culture.
How does your organization accommodate this multi-generational workforce?