Engagement matters in an organization’s success, as it directly affects employee motivation and productivity. This explains why HR professionals develop strategies that will engage the multigenerational workforce.
The constant shift in the needs of humans caused modern workers to retire later than usual. As a result, the existing labor force becomes a mix of three, four, or even five different generations. Since the working-class members are diverse, unsurprisingly, unique sets of challenges and opportunities are now present in the workplace.
One aspect on which these generations can find common ground, however, is the existence of issues pertaining to their job engagement. In fact, a report stated that 85% of employees are disengaged from their work and cannot maximize their skills because of their lack of engagement.
To combat this, HR professionals must implement strategies that acknowledge and appreciate the characteristics as well as values what each generation brings to the workplace. Thus, doing this will help HR engage the multigenerational workforce faster. But how can it be done?
Foremost, before HR can create strategies that will increase the engagement of a multigenerational workforce, they must understand its concept first.
To begin with, a multigenerational workforce refers to a diverse group of workers from various age groups, which is a first in modern history. Additionally, the fusion of individuals brings various experiences and beliefs, ultimately shaping distinct approaches to accomplishing tasks within the workplace.
The groups that comprised the current workforce are:
Moreover, aside from the age gap, differences in the personality, work styles, and mindset have presented HR personnel with challenges in identifying effective strategies to manage and engage all employees.
A thing we can learn from the pandemic is that one size does not fit all in running a business. There are even times when it fits none. Thus, HR must invest time in understanding the needs of their people and the organization. Furthermore, they must try to assess the company’s requirements, expectations, and motivations objectively for their employees and vice versa.
Accordingly, HR personnel can do this by conducting surveys, focus groups, or individual discussions to gather insights and feedback. By doing this, HR can create better initiatives and policies that will cater to the demands and preferences of their workforce. Consequently, they can identify options that can increase the efficiency of the business process. This can include initiatives that will prioritize employee wellbeing, such as considering flexible work arrangements, training and development opportunities, and implementing recognition programs.
Surely, once HR successfully identifies what needs to be altered, employees will recognize the management’s efforts. Hence, this will create a positive effect on their perception that can help in increasing their engagement not only in their work but also in the company.
Given that each generation grew up in different eras and was shaped by diverse cultural influences, it is only natural for some of their perspectives and values to diverge. Nevertheless, HR must not rely on negative stereotypes, as this creates a biased and unfair judgment of individuals based on their generational affiliation.
That being the case, HR can approach each employee as an individual and look at what they contribute. Also, they need to recognize each worker’s unique strengths and contributions, rather than make assumptions based on generalized perceptions of others.
Effective communication is crucial when HR wants to engage a multigenerational workforce. Therefore, they must recognize the critical role it plays in facilitating this process. Also, HR staff are responsible for ensuring that every employee has access to the organization’s communication networks.
Hence, HR should establish channels that will enable employees to voice their ideas and thoughts. Consequently, these can be in the form of email, instant messaging applications, or even face-to-face meetings. Doing this creates a positive workplace environment and, as a result, employee feedback is appreciated and participation is encouraged.
Having multiple age groups work together in one organization is not a disadvantage, rather an asset. Instead of believing in hearsays, HR can create programs specifically targeted to engage the multigenerational workforce. Consequently, HR personnel can try to initiate programs that will promote collaboration among employees to engage them.
Since every generation possesses unique abilities, HR can combine them to increase productivity. For instance, the organization can leverage their differences to create interactive training experiences. This approach will indeed enhance employees’ understanding of their colleagues. Additionally, this will promote the exchange of ideas and best practices.
One major reason for the lack of employee engagement is comparison. Some of the current workforce had no prior experience, while some had been in the industry for years. Hence, one cannot compare seasoned professionals with those who are just starting out.
There are basically experienced individuals who bring a wealth of knowledge and expertise to the table, having honed their skills over time. Comparatively, there are newcomers who may lack the same level of proficiency. However, these individuals often bring fresh perspectives and innovative ideas that can benefit the organization.
As an HR professional, it is your responsibility to cultivate an inclusive work environment that acknowledges the diverse range of experiences within the workforce. Additionally, it is your duty to strategize and implement effective training and development programs for employees. Thus, you must be open to guiding your employees and give them equal opportunities to grow in the company.
While trying to find a common ground for different age groups seems hard, it is not impossible. Consequently, HR professionals can engage the multigenerational workforce by implementing inclusive policies and practices. Understanding the needs and expectations of each generation can also foster collaboration and communication.
More importantly, HR must embrace the diversity of generations to harness the collective strength and experience of the workforce. With the right goal and strategies in place, HR can create an environment where employees of all generations thrive. Consequently, this can lead to a vibrant and harmonious workplace that embraces the power of multigenerational collaboration.
All things considered, we can attest that technology plays a pivotal role in engaging a multigenerational workforce by offering platforms and tools that facilitate collaboration, communication, and knowledge sharing. With this in mind, HR can harness this power to bridge the generational gap and adopt a more connected and engaged workforce.
With Hurey, you will have an easier time checking announcements, coordinating leave and log requests, generating reports, and managing employee performance. This all-in-one HR software streamlines processes and improves efficiency, which makes the workplace more evidently more effective and organized for workers of all generations.
Also, Hurey’s user-friendly interface ensures that even those who are less tech-savvy can easily navigate and utilize its features, further promoting inclusivity and engagement across the entire workforce.
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