The topic of multiple working generations, Generational Diversity, is a very popular topic right now, due to older and younger workers now coming together in the workforce. Even with all the specific differences between the generations employed (from the Silent -also sometimes called Traditionalist or Matures - to the Millennials or Gen Y depending on which reference used) there are some core similarities and ideas that can be analyzed and implemented on an organizational scale.
HR Planning
To start with, strategic HR planning must understand that each group has it's own attitudes, expectations, lifestyle, responsibilities, and work ethics based on their own experiences. An organization that can understand and value the differences can reap the benefits of achieving a cohesive and successful working group. A place to start is to determine what is important to each group - Money? Time? Professional or personal growth? Why are they working here? Once this is determined, management can then put their focus on the right priorities for these individuals or groups and target some of their individual needs, such as career goals, training, lateral job changes, etc.
Communication
The next step for the organization, on a whole for all generations, is communication. Frequent, honest communication between employees and managers is essential for overall trust and cohesiveness. This can also foster a feeling of corporate community among all staff. As a general rule, people like feedback and communication. However, one must be cautious of micro managing, as could be interpretted by some generations. The communication should be personable, such as face-to-face to relay sincerity to the receiver, but may be brief when appropriate. People like to know how they are doing, and appreciate kudos for a job well done.
Mentors
One program that can be implemented is a mentorship - even if informally - but must be supported by top management. The older generations may take enjoyment and feel a sense of pride in teaching or relaying their professional experiences to younger and less experienced staff. A good fit is typically a Silent or Baby Boomer to a Gen X or Millenial. They seem to fit well, and both parties can mutually benefit from the relationship. A program of this type can be used to "bridge the gap between everyone." This mentorship can also help both people feel a vested interest in the success and outcome of the individuals, and the organization as a whole.
Life Balance
Lastly,a life balance schedule can benefit all generations as well. This can work for a Gen Xer who may be balancing kids and aging parents. It can also benefit a Silent or Baby Boomer who may be looking to decrease hours as they head toward retirement, or even babysit their grandchildren part-time while the child's parents are working. These options are a good start to have available, and for those who prefer structure or routine - the option does not have to be utilized. This allows its usage for those who may need it, want it, or benefit from it the most.
Source
Generational Diversity in the Workplace
