Age diversity at work: challenge or opportunity?

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Age diversity at work: challenge or opportunity?

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When it comes to organizational profits, thinking about new sales methodologies, new products, new strategic partnerships soon comes to mind. But for all of this to work effectively, it is necessary that the most valuable instrument of the company, the collaborators, are fully involved and committed.

And that is where the Human Resources (HR) sector comes in. Finding a way to balance the interests, behaviors and preferences of the different generations that work together is a challenge, so we have separated some tips to help HR manage them.

To foster the management of age diversity at work, the HR sector must:

  1. create awareness activities;
  2. find the motivators;
  3. stipulate communication channels;
  4. find the right place.

The union of this plurality of professionals can bring great improvements in the company’s performance, as it has training and experiences of the most diverse natures. In other words, the age diversity at work is a strategic factor for organizational growth. Follow the post and know everything!

What is the impact of this age diversity at work?

Companies used to be very polarized, with leaders occupied by managers more experienced and younger people with positions of apprentices. But the last few decades have brought changes to the organizational ecosystem.

Currently, any and all posts can be filled by professionals of any age. You can be 51 and your boss 24, and vice versa. Therefore, the age diversity at work became a cultural challenge.

What generates conflicts between the generations?

The assumptions! Tradition says that whoever teaches is always the oldest, and who obeys, without question, is the youngest. However, changes in marketing reality made the reverse a reality.

With the arrival of technology and the advances of the era online, the demands for transformations were indispensable. This has enabled young people who are modern and highly attuned to the digital reality to reach the job market with new proposals, including for the organizational system.

But this is not bad! On the contrary, it is a great opportunity for diversify the professional scene and to integrate knowledge, experiences and objectives in an edifying way. It is a way to bring together the best of each generation by optimizing the company’s performance.

The secret to making this connection work is in the HR sector’s strategies, which we will address later.

Who is who?

To make it easier to understand the identification of generations, we will briefly present them. Follow us!

  • Baby boomers: born between 1946 and 1964;
  • Generation X: born between 1960 and 1980;
  • Generation Y: born between 1981 and the mid-1990s;
  • Generation Z: born from the end of the 1990s.

In addition to age, generations have characteristic differences such as:

  • Baby boomers: they are close to retirement, and have difficulty using technological devices;
  • Generation X: they are still looking for the stability that Baby boomers had, so they have difficulty in dealing with multidisciplinary impulsivity, mainly from Generation Z;
  • Generation Y: they are more individualistic, linked to their own personal values, even though they are in a well-connected setting;
  • Generation Z: they have difficulty dealing with time, they are impulsive, immediate, so they change jobs constantly.

How can the age difference at work bring benefits?

A professional environment with great diversity allows a exchange of multiple perspectives, contributing to the prosperity of the results. Since, without this variety, the company’s vision is partial and immaterial.

In addition, the learning generated by coexistence between different generations makes the professional more patient, open, flexible and tolerant. Consequently, the environment and organizational climate become more pleasant.

Decision-making also becomes more assertive, because it is the result of the discussion of different points of view, which have significant experiences to consolidate ideas into results. The qualities of each generation are worked together, seeking extraordinary solutions.

With this flow of continuous improvements, talent retention style=”font-weight: 400;”> becomes another advantage. The management of age diversity at work it can mean the permanence of the most qualified professionals, a reform in the work flow and the optimization of productivity.

What can HR do to manage this age diversity at work?

To make this integration of experiences and training generate results, we have separated some tips for the HR sector. Check out!

1. Create awareness activities

The first step is create awareness activities. In this stage, the main changes that the technological era brought to the professional scenario are presented, and its definitions of generation of professionals are explained one by one to the entire company.

The name that the market popularly gives to each one, the most striking characteristics, the most likely behaviors, among others, must be explored. The HR sector must transform the potential conflict of interest between the generations in meetings, allowing the stereotype of the preconception to be eliminated. And professionals get to know each other and identify themselves through training, not age.

2. Find the motivators

After knowing in depth the general characteristics of each generation and understanding why each professional acts in a certain way, it’s time to put that empathy into practice.

It is necessary to consider the motivators of each generation. Bonuses, rest periods, stability, the benefit most appropriate and important for each type of professional must be determined.

In this way, HR has control over the types of strategies they can use to assertively reach each employee, and stimulate their individual performance.

3. Establish communication channels

Another important measure is to determine the communication channels for each generation. Whether through e-mails, virtual notifications, information boards, social networks, the important thing is that the same message reaches every employee. What changes is the language and the channel.

Thus, the HR sector ensures that all employees are aligned and seeking the same organizational goal.

4. Find the right place

With more knowledge of the profile of each professional, be it in any generation, HR must identify the right place for each one.

Regardless of age, positions must be filled by the qualification, skills and fitness. In addition to personal characteristics, such as leadership, teamwork, emotional control, among others.

The natural qualities of each generation must be combined with the personal characteristics of each professional. In this way, the definition of positions gains more ownership

THE age diversity at work can be an opportunity to reaffirm the values ​​of organizational culture style=”font-weight: 400;”> of the institution, align internal communication and get to know the talents that make up the workforce up close. And so, bring together the best of each generation to enhance the organization’s productivity.

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