Today\u2019s active workforce comprises five different generations, working together towards shared economic and commercial goals. Each generation has its own unique set of traits and values. These influence their expectations, attitudes, priorities, and behaviours at work [1] which in turn create the need for organisations to adapt their approach to their workforce. This comes with its challenges, therefore, it is important to be aware of the generational expectations in the current workforce and how organisations can adapt to create an inclusive, age-diverse workplace.<\/p>\n
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A generation is defined as a group of individuals born around the same time; experiencing similar historical events and social changes [2]. This common experience can influence their behaviour and shape their values in a unique way, different from those of other generations.<\/p>\n
Traditionalists<\/strong>\u00a0 born between 1928 and 1945, they comprise of a small portion of the current workforce. They have experiences to share and may function as mentors to the younger workforce. They tend to have a strong work ethic with traditional values. Some may not be as comfortable working using non-traditional methods. They tend to value job security more than others.<\/p>\n Their expectations are [4]:<\/p>\n Baby Boomers<\/strong> \u2013 born between 1946 and 1964. Those born in the early part of this cohort may have a traditional mindset. They tend to value an established hierarchy of responsibility and authority. They may expect to be promoted based on their seniority and loyalty [1]. They tend to be dedicated, diligent and self-motivated employees who value professional development opportunities.<\/p>\n Their expectations are [4]:<\/p>\n Generation X<\/strong> are individuals born between 1965 and 1980. They tend to be more independent. They value flexible workplaces and a healthy work-life balance. Compared to other generations, Generation X employees tend to be more concerned about an uncertain future.<\/p>\n Their expectations are [4]:<\/p>\n Their expectations are [4]:<\/p>\n Generation Z – <\/strong>born between 1997 to 2015. This generation is beginning to enter the workforce. They have broad and innovative thinking and a global mindset. They tend to be able to adapt quickly to changes. They value honesty, authenticity, connectivity, and transparency from their employers. Furthermore, they prefer to have flexible working hours and seek an environment that prioritises social responsibility and diversity.<\/p>\n Their expectations are:<\/p>\n Of course within every generation there are exceptions where for example a Baby Boomer may see themselves as having the approach as someone from Generation x and so on.<\/p>\n Recruiting and retaining a multigenerational workforce can be a challenging experience, however, with appropriate interventions, we can create a high-performing multigenerational team. We at Impact can support you with these challenges via our range of services. We offer bespoke leadership and team development programmes that can support the team in understanding each other\u2019s expectations creating an inclusive workplace. Our successful, tried and tested team development programmes cover topics such as psychological safety and communication styles. We can also support your organisation, teams, and leaders with topics such as \u2018Building Resilience,\u2019 \u2018Leading Hybrid Teams\u2019 and \u2018Developing Talent Pipelines\u2019. We offer you a range of psychometric tools to help your team members understand each other\u2019s strengths. Coaching helps leaders explore their management style and how to adapt their style to meet the needs of the team. Coaching helps people to identify their strengths and development needs and plan for career changes and transition into retirement.<\/p>\n To find out more about how we can support you, talk to us here<\/a>. <\/u><\/p>\n Today\u2019s active workforce comprises five different generations, working together towards shared economic and commercial goals. Each generation has its own unique set of traits and values. These influence their expectations, attitudes, priorities, and behaviours at work [1] which in turn create the need for organisations to adapt their approach to their workforce. This comes with […]<\/p>\n","protected":false},"author":3,"featured_media":2246,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[30],"_links":{"self":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2235"}],"collection":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/comments?post=2235"}],"version-history":[{"count":5,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2235\/revisions"}],"predecessor-version":[{"id":2247,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2235\/revisions\/2247"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media\/2246"}],"wp:attachment":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media?parent=2235"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/categories?post=2235"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/tags?post=2235"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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Generation Y<\/strong> also known as Millennials<\/strong> born between 1981 and 1996. They form a substantial portion of the current workforce. Generation Y are the first generation to grow up with personal technological advances. They value meaningful work that enables development and use their skillset creatively. They are result-oriented and use technology to make their work more efficient.<\/p>\n\n
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<\/strong><\/p>\nHow can the intergenerational expectations be managed? <\/strong><\/h3>\n
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How can Impact help?<\/strong><\/h3>\n
Helpful Resources <\/strong><\/h3>\n
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