Leveraging Multi-Generational Talent

By Samantha Goetz, Marketing Communications Manager, ORBIS Corporation

We are living and working in one of the most prosperous times in recent history, with low unemployment rates and strong economic conditions. This prosperity allows people to change roles more often, take different career paths and seek new and different experiences. And, people are working longer than ever. According to Fast Company, for the first time, there are five generations active and engaged in the workforce:

• Traditionalists – Born before 1946
• Baby Boomers – Born between 1946-1964
• Generation X – Born between 1965-1976
• Generation Y, also known as Millennials – Born between 1977-1997
• Generation Z – Born after 1997

How can you can leverage today’s richly diverse talent? How do you balance the proven experience that may come from a traditionalist and fearless ideas from a Gen Z?

1. Recognize that people are people – They are someone’s daughter, sister, brother, partner, neighbor, mentor, etc. Remember that their collection of unique experiences shapes their perspective and talent.
2. Celebrate generational differences – Judging is an inefficient waste of time. Have an open mind and open heart and you will be surprised at what comes next. Maybe that baby boomer who shot down your idea tried it years ago, it resulted in a costly mistake for the company and they are just trying to protect you from making similar mis-steps. Or, that fearless millennial, with very little management experience, quietly led her college basketball team to national victory for two consecutive years.
3. Consider where they are at in their career - At each career stage, an employee will have different needs. Early in their career, their basic need is to gain more experience, confidence and credibility. At mid-career, they are craving meaningful work. Later in their career, they want to help others succeed, as a mentor and coach.  
4. Be courageous with feedback – We all want to get better, be better and make a difference in what we do. Give that constructive feedback you wish you would have gotten in a past life. Just make sure it comes from a good place.

More than anything, humans have the emotional need to belong…to be recognized as a valuable asset to the team, company or department. This is a powerful motivator. People want their ideas to be welcomed and considered. This basic human need is the same, no matter what generation.  Tap into this and there is no limit to what your company can do.

Sources: hrdailyadvisor.blr.com, verywellmind.com, fastcompany.com