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Bridge the Gap: Working with and Recruiting Different Generations in the Workplace

Posted by Candy Whirley on September 28, 2016 at 12:00 AM

In this episode, Candy Whirley discusses some of the ways to "bridge the gap" between the various generational groups in the workplace. Learn what is important to each group and some of the ways your work environment may identify with some of the situations discussed.

Be Aware That What Matters Most May Vary Among the Generations

  • Baby Boomers:  dedication & getting the job done – even if it means staying late
  • Generation Xers:  work-life balance
  • Millennials: working smarter, not harder

Ways to Merge Within the Office

Candy explores some of the most frequently asked questions that one generation will ask other generations during her workshops. Providing feedback to your millennial is very beneficial, while demanding certain procedures and results is not always realistic within companies that have existed a certain way for a long time period.

In Candy's opinion, it is important to understand that the Baby Boomer generation has experienced many changes. They have experienced the changes associated with the technological revolution, along with the different groups and personalities that are currently in, and continue to enter the workplace.

Regardless of the Demographic Cohort, Do Not Micromanage

When working with the different groups, a few key things to remember are to be extra patient with some, openly trusting with others, and offer those employees who wish to have more balance in their everyday life a few working hours at home.

Reverse Mentoring

Allow your millennials to teach others how to use technology in a different yet more efficient way. As the workforce continues to evolve, this can be a good way to encourage interaction and mutual respect for each generation in the workplace.

As an expert in the field, Candy can attest to how the various perspectives within each of these three generational groups are beginning to change. As the current generational groups span 20 years, the lines are sometimes blurred when younger individuals in the cohort possess characteristics and identify more with the generational group immediately after their own. For example, younger Baby Boomers may possess characteristics that correspond with Generation X, or younger Millenials may identify more with Generation Z. As such, Candy is an advocate of changing the length of the demographic cohort to 10 rather than 20 years.