With increasing numbers of gen Y employees entering the workforce, employers need to focus on creating a common ground between them and their baby boomer co-workers, according to Randstad Canada. To achieve this, employers need to understand how each generation thinks and what’s important to both age sets.
“With an age gap of nearly 50 years between the oldest and youngest employees in some organizations, it is inevitable that you will find a broad range of perspectives, needs and attitudes in the workplace,” said Jan Hein Bax, president of Randstad Canada. “The new generations of workers often have a very different approach and view to work than their older colleagues.”
According to Statistics Canada, as of May 2011, there were approximately 18.5 million people in the Canadian labour force. Broken down by age group, there are 436,000 mature/World War II generation workers (people born prior to 1943), 6.9 million baby boomers (those born between 1943 and 1960), six million gen X workers (those born between 1961 and 1981) and five million gen Y (those born after 1982).
And, according to a survey by ICMA International and Randstad, each of these generations seeks different things from their employers. “Older generations look for companies that are financially stable, while young people who are entering the job market for the first time say they are more attracted to innovative companies with a strong image and reputation,” said Bax.
The survey also found that the importance of career progression opportunities and global mobility appears to decrease with age, while the importance of comfort and strong values increases with age.
A study by U.S. consulting firm LifeCourse Associates also found significant differences in what younger and older employers want in an employer. According to the survey, gen Y employees are more likely than boomers to want workplaces that offer mentorship opportunities, that are social in nature and that give them the opportunity to give back to society. Baby boomers, on the other hand, showed a greater tendency to be mission-focused, with 56% of respondents saying they “strongly agree” that they want to be “100% dedicated to my organization’s mission.” That number sharply declined for gen X (43%) and gen Y (37%) employees.
The wide range of age groups found in today’s workplaces can present challenges for employers, but also opportunities, says Bax.
“When we surround ourselves with multiple generations, there is a wonderful opportunity for input and collaboration, and to benefit from both the invaluable experience of older workers and the creative thinking of the younger workforce.”
But it takes effort to ensure that a company appeals to every generation. “It’s up to employers to train managers, human resources reps and employees to help multiple generations work together,” said Bax. “Initiate and encourage opportunities for discussion, such as workshops or training sessions, facilitated by one or each of the generational groups. You’ll hit stereotypes head on and get a fresh, different perspective every time.”