With three generations working together successful organisations plan for how to get the most from every employee. This means managing the differences and the conflicts.

Right now, you’ll find the three generations described below in the workplace. If you can have them work well together; maximise their potential and lead and manage them all, you will be able to harvest their combined benefits.

The youngest are Generation Y (aka Millennials) – born 1981-2000. This is the largest age group to emerge since the Baby Boomer generation.  Numerous surveys report that Millennials have very different expectations about jobs, length of service in a firm and remuneration than their predecessors.

Generation X - born 1961-1980, differ from older Baby Boomers in the workplace in that they ‘live to work’ not work to live. They are highly motivated to succeed and entrepreneurial, many are multi-talented.

Baby Boomers - born 1946-1960. Younger Baby Boomers continue to have a massive contribution to make given their strong leadership traits, the breath of experience and change – and their persuasiveness and authority.

Tips on how to make this an opportunity… not a nightmare

Gen Y  / Millennials  

The Deloitte Millennial Survey 2016 predicts Gen Y will make up 75 per cent of the global workforce by 2025. This throws up two key challenges for business ) how best to harness their engagement and potential  2) dealing with their tendency to move firms in search of career progression, better development, improved package or greater work/life balance.

Progressive companies will retain Gen Y by offering them ongoing development, a flexible remuneration package, clear career progression, frequent feedback on progress and immediate rewards for jobs well done.

Involve them in planning now how to harness their potential to the fullest extent. This means assessing their current skills, knowledge and experience, where they can contribute (this may be outside their current role), while considering what gaps need to be filled in order to ready them for future leadership and performance effectiveness.

Baby Boomers  

Avoid writing them off; instead leverage their strengths e.g. work ethic, reliability, problem-solving approaches, skills and  accumulated knowledge by tasking them with suitable stretch challenges and projects.  By setting up Reverse-Mentoring with younger employees they can teach, share knowledge and stretch each other. Match them with emerging leaders to prepare them for leadership roles.

Gen X 

Many are now in senior roles.  Recognise them for what they’ve achieved and build on it; they have proved their worth and are contributing significantly.  Continue to engage, stretch and excite them.  Leverage their valuable experience and their capacity to excel as leaders within their current companies

Enable space for them to express their entrepreneurial nature, harness their drive and abilities to retain them in your organisation, you will retain a valuable resource for years to come.

All three Generations

Remember when you find and address their individual drivers, preferences and values you’ll have a better handle on how best to motivate, engage and retain them – and in doing so, set yourself and your business up for success.