Organizations throughout North America are in the midst of a significant demographic change thanks to an aging workforce. Lower birth rates over the past four decades have resulted in a ‘baby bust,’ while large demographic shifts, combined with dramatic changes in organizational structures, information flow and career paths, have pushed workers of different ages into roles of close collaboration and, in many cases, turned aged-based hierarchies upside down. The age gap in the workforce will only widen in the coming years since companies expect their hiring to exceed last year’s by double-digits, according to the National Association of Colleges and Employers.

In the current workplace, age is secondary to skill.
Now it’s more common than ever for older and younger workers to be integrated into the workplace, especially as the job market continues to improve and older workers remain in the workforce and delay retirement. Managers need to really hone in on the strength and weaknesses of their employees, and maximize each generation's talents.

A breakdown of today’s workforce.
Today’s workplace spans three to four generations. Approximately 42% of today's workforce is comprised of baby boomers while 29.5% are Generation X and 21% are Generation Y. While baby boomers are delaying their retirement plans, Gen-Xers are aggressively making their way up the corporate ladder and Gen-Yers are just starting their careers.

Members of each generation bring distinct sets of values, attitudes and behaviors to the workplace. The four generations in the workplace today come to work with different expectations, assumptions, priorities, and approaches to work and communication. If these differences are ignored, they can grow into a source of misunderstanding and conflict. However, when appropriately addressed, they create opportunities for collaboration and synergy among the different generations of workers, giving the organization a competitive edge.

What has shaped the different generations.
Today's younger generation of workers has a much different perspective on work, life and culture in general as compared to older employees in the workforce. Generation X – comprised of men and women born in the 1960s and 1970s – was influenced by technology, television, day care, and divorce.

Many Gen-Xers began their careers during the tech boom of the 1990s, are used to work-life flexibility, and have changed jobs frequently for increased salaries, more benefits, and to climb the corporate ladder.

A number of dynamics, such as the Vietnam War and Watergate, greatly influenced and shaped today's baby boomer generation. Typically, workers from this generation are more used to interacting face-to-face or using the telephone when working with colleagues, whereas younger managers are used to facing a computer screen and using email to communicate.

Managing your employees.
Whether you are an older manager overseeing younger staff, or a Gen-Xer managing baby boomers, maintain clear, open lines of communication and make sure job duties and responsibilities are clearly defined. The more familiar you are with the perspective of other generations, the better prepared you will be to interact with and manage different types of workers.

As a younger manager, consider researching the work environment of the 1970s and 1980s. Remember that most baby boomers are shocked that they are no longer in charge and have a difficult time taking a back seat. Therefore, it's important to not come across as arrogant. Treat older workers like colleagues and above all, respect them. They will be a tremendous resource in helping you achieve your department and company goals – utilize their assets, learn from their experiences and integrate them into planning and strategy efforts! According to the Family & Work Institute, 73% of baby boomers give younger bosses low marks on being supportive of their success. The more you can help knock down any potential barriers, the more successful everyone will be.

If you’re in a position of managing a younger staff, get to know your employees on a personal level and show them that you are genuinely interested and supportive in helping them succeed. Be a mentor to your Gen-X staff – sometimes as a result of their over-eagerness, they need the methodical step-by-step instruction and coaching that someone with only year’s of experience can offer. Above all, treat them with respect and manage them in ways you’d appreciate being managed by others.

Interested in learning more about today’s multi-generational workforce, and how these trends will affect you and your company? Contact Ajilon Pinstripe today at 1.866 GO AJILON or ajilonpinstripe.com and one of our staffing professionals will be able to provide you with more sound advice to help you and your company move up in the world.®

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