Communication methods have undergone an extraordinary transformation over the last century, from snail mail to smartphones. As a result, the generations born during these dynamic decades have adopted very different approaches to communication in terms of language, tone, frequency and verbosity.
This has had a dramatic effect on workforce management. After all, if your employees are drawn from multiple generations with different approaches to communication then they require different approaches to collaboration, working styles and overall organisational culture.
As such, how best to manage and effectively communicate with a multi-generational workforce is an important consideration for HR departments and managers across any sector.
From Veterans to Baby Boomers, Gen X to Millennials; any given business may have a workforce spanning over 70 years, including chairman of the board and the latest intern to join the company. Once you have identified which broad groups you are working with, you need to think about some of the ways in which these cohorts behave. What do they value and appreciate when it comes to working practices? Whilst it’s clear important to treat every staff member as an individual, broad understandings of the tendencies of these different groups can have a powerful impact on management and internal communications.
The key challenge for any organisation is to use these different traits in a way that can benefit the business. After all, the different approaches of each cohort can bring huge strengths to an organisation. A multi-generational workforce should be celebrated, for each group brings a variety of perspectives, work styles and ethics, opinions and experiences.
Read our latest whitepaper to find out some key strategies for embracing, fostering and exploiting multigenerational differences within your organisation.