Each generation complains about the other generation, whereas working with multigenerational workforce can make a drastic difference.
The diverse perspectives, motivations, attitudes and needs of these four generations have changed the dynamics of the legal workforce. A little insight into the differences among the generations can help you better understand the needs and expectations of your colleagues in an age-diverse workforce. By learning the motivations and generational footprint of each segment, you can leverage your talents and capitalize on the diversity of your legal teams.
A generation is defined by the common attitudes, experiences and preferences that develop in the context of social and economic events of a defined period of time. Generational commonalities transcend cultural and gender differences. The social and economic influences that create popular culture are experienced by all within a particular generation, even though culture and gender play a role in how the experience is interpreted individually.
Each generation requires a different set of standards to motivate them at work. In order for a company to be truly successful, all co-existing generations in the workplace need to understand and value each other, even when their perspectives and goals are vastly different. Management plays a key role in how the different generations will interact together.
Predictions in Workforce 2020
Focused on demographic change as a major global force shaping the world economy.
(2) More than a decade later, SHRM's 2008 Workplace Forecast upholds these predictions with key demographic trends:
1) The aging population,
2) Retirement of large numbers of Baby Boomers,
3) Generational issues and
4) A greater demand for work/life balance.
At the same time, the loss of talent due to the retirement of older workers will likely drive an increased focus on skills, labor shortages and retention strategies for the current and future workforce.
The attitude of all in the team differs along with the mix-up happens in the team at workplace. For the smooth working of the team it is important that you provide flexibility for every team mate so that there arise no problems taking into account the generation. These ideas for managing employees of different generations in special ways may help salon owners and operators avoid the “revolving-door syndrome.” Consider it “Talent Management.”
Instead of looking for a quick solution, spend some time getting to know the talent with whom you work, focusing on their perspectives and goals. Then, everyone will be in a better position to capitalize on the strengths of the differences, minimizing the challenges.
In order to successfully grow a technology company today and stay competitive, it is important that, after evaluating the make-up of your workforce, you consider the types of employee benefit programs within your budget that could be the most relevant and valuable to your employees.