Ways to Train And Manage a Multi Generational Workforce |
Posted: June 27, 2022 |
An ageing population and a growing shortage of skilled workers is leading to more mature age workers remaining in the workforce for longer. This is helping to create a more age-diverse workplace, where as many as three different generations can be working side by side (Baby Boomers, Gen X and Millennials). So as a manager or supervisor, how do you go about training and managing these different age groups to ensure they can continue to work harmoniously and productively together? This article looks at some of the motivational triggers of each generation and why a one-size-fits-all approach is not the right solution.
Training an age-diverse workforce‘1 in 2 seniors feel that annoying assumptions are made about them at work because of their age.’ Australian Seniors Ageing in the Workforce 2021 Virtual Roundtable One of the biggest problems faced by mature age workers is discrimination on the basis of age (ageism). They often have assumptions made about them at work based on inaccurate stereotypes such as;
These assumptions are largely unfounded, but because they continue to persist in many workplaces, the majority of training still tends to go to younger employees, when in fact all employees need regular training regardless of their age. Contrary to popular belief, mature age workers;
So when it comes to training, the first thing to ensure is that it is something that is made available to everyone regardless of age. The second is to recognise that different generations have different learning styles and that you’ll need to cater for everyone by providing training in a choice of formats such as self-paced, face-to-face, in print, video and online. The third is to make your training both informal as well as formal. Establishing a mentorship program is one way to achieve this, as it allows different generations to learn from each other. In such pairings, a mature age worker is likely to bring knowledge, experience, leadership and communication skills to the table, while a younger employee might contribute skills such as digital experience, entrepreneurship and the ability to think outside the box. So remember, there is no one-size-fits-all when developing training for a diverse-age workforce. You need to know your audience and adapt your training to their particular requirements, personalities and capabilities.
Managing an age-diverse workforceIt’s important to try and develop an effective management plan for the way different age groups work with each other, as each is capable of making a valuable contribution to your company’s productivity and bottom line. The following are some simple but effective management tips to help you better manage your age-diverse workforce;
Effectively managing an age-diverse workforce involves recognising and catering to the wants, needs and expectations of each different age group. It also involves easing generational tensions, correcting misunderstandings and age-related stereotypes and helping your employees realise they each have their own unique set of skills which are even more valuable when shared with their fellow workers, whatever their age.
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