Are you wondering how to bring together the multigenerational HR class?
Base Resources – Currently, the labor market is dominated by three key generations: Gen X, Millennials and Gen Z. These generations were born and raised in many different social contexts. This leads to differences in thinking and dissonance in work motivation.
To be able to manage a multi-generational organization, human resource managers need to understand what each generation's employees need, what they want from work, and what motivates them to go to work every day. Understanding these things, managers can easily make HR policies, meeting the maximum expectations of employees.
So, what does each generation of employees need, and how can those expectations be met? Let's find out with Base Resources in the article below.
Gen X, Millennials and Gen Z, who are they?
Gen X is the generation born between 1965-1979. This is the first generation to experience the achievements of information technology such as personal computers, cable television and the internet. This generation is considered educated, tends to have a stable job and often tries to work and accumulate to enjoy old age.
Millennials (Gen Y) were born in the late 80's, early 90's. This is the time when information technology exploded strongly, solving almost all human needs quickly. Because of the profound influence of the times, Millennials have a hasty character, always wanting everything to be completed immediately.
Gen Z refers to people born in the late 20th century, early 21st century. This generation fully enjoys modern conveniences and grew up with mobile phones and tablets. Gen Z currently makes up about 25% of the total population worldwide.
Gen X, Millennials, Gen Z are dominating the modern labor market
Autonomy is what Gen X cares about
Up to now, Gen X is between the ages of 41 and 55. This generation grew up in an era where families have both sources of income, divorce rates increased, and the economy grew. economy stagnated. Gen X has mothers who are in the workforce even at the time of birth, and as a result, they are children who are left alone for most of the day – when both parents are out working. This situation has forged a resourceful, independent Gen X. They value autonomy, do not like being confined or accepting too much supervision.
The Gen X mentality reflects the shift from a manufacturing economy to a service economy. This is the first generation that grew up with computers, so technology is inextricably linked to their lives.
Another common trait of Gen X is that they tend to be flexible, with little commitment to their employer. They are willing to change jobs when better opportunities are offered and they adapt very well to change. Generation X is ambitious, always eager to learn new skills, but they prefer to complete things in their own style.
Generation X does not value cohesion and is always looking for challenges
Gen X is strong, resourceful, self-directed and hard working. The key thing to avoid in promoting engagement with Gen X is over-regulation. Too much supervision makes them feel that their superiors don't trust them to do their job well. Some things to keep in mind when managing Gen X employees are:
Caring for their families: Nearly half of Gen X employees are still in the process of providing for their children to go to school, and 21% staff are taking care of their parents. Nearly 15% Gen X have to take care of both parents and children at the same time. In order to encourage work morale and retain Gen X, the company needs to have money for employees' families, for example: bonuses for employees' children with high academic achievement, money for parents. staff during the holidays,….
Organize technology training sessions: Skills development programs, especially technology skills, help employees to be equipped with competitive tools in today's information age. However, not everyone is open to the adoption of information technology, especially gen X. Research by the University of Suffolk shows that gen X will not blindly adopt technologies that are not available. Evidence shows that new process tools offer positive value. Data and metrics are key to helping Gen X realize the value of software technology.
Open communication: Take the time to give feedback to Gen X. This generation values open and honest communication. Face-to-face meetings and talks will help Gen X feel comfortable in the working environment.
Millennials, what do they need?
Born after the 1980s, Millennials are now in their 20s and 30s. This is the generation that is highly tech-savvy, a key workforce and the fastest-growing segment of the workforce today.
Millennials are always looking for opportunities to develop themselves. According to research by Bridge – an investigative and market research service – organizing training courses and providing career development opportunities effectively retains Millennials employees up to 86%. At work, Millennials want a clear career path and they need to know if the company supports them in pursuing their career advancement goals.
Generation Y (Millennials) values personal development
According to a Gallup report, 59% Millennials consider the opportunity to learn and grow as an important factor when they consider applying to a company. For Gen X generation, only 44% upholds this factor.
As can be seen, Millennials attach great importance to personal development. In the process of building bonds with this generation, managers should note:
Gamification of the working environment: Gamification of the work environment simply means that the manager divides large tasks into smaller tasks like how to divide levels in the game. After each completion of a small task, there will be a reward. This keeps employees motivated to work towards accomplishing bigger goals.
Recognition of achievements: Millennials have a very high ego, so recognition from their superiors will act as a lever to motivate them to contribute more to the company.
Empowering change company culture: Millennials have always had a desire to make an impact with the organization. Giving them a voice and building a company culture will help them feel like an important part of the organization and will be more connected to the organization they work for.
Building a flexible working environment: Millennials appreciate individuality and comfort. A work environment with an innovative design style is a stimulus for Millennials.
Technology application: As mentioned, Millennials were born and raised in the era of powerful information technology, so the application of technology in operations is the minimum requirement that determines the cohesion of Millennials. with the company.
Gen Z – The generation closely associated with information technology
This is the generation that has grown up with technology since it was just a fetus. It is the early access to technology that has created for Gen Z a strong need for information technology. On average, a Gen Z gets his or her own cell phone by the age of 10, and Gen Z spends about 3 hours a day on mobile devices.
Gen Z is a generation strongly connected to technology
Gen Z considers technology an indispensable tool in both work and personal life. They adapt quickly to technology changes and always want to update the latest technology versions to upgrade the experience. At work, Gen Z wants all workflows to be managed automatically. They are interested in companies that apply the most modern internal communication or task management software.
Another thing about Gen Z in the workplace is that they want transparency, and care about the company's purpose. Dell's research shows that there are 38% Gen Z employees who want to work in a socially responsible organization and 45% want their work to be valuable and contribute to people's lives.
To promote engagement as well as attract Gen Z employees, businesses need to:
Applying technology in operation: Enterprises should learn and apply a number of software to support business management such as: Task management software, Project management software, Resource management software, Networking internal communications,…
Improve transparency: Managers can show employees transparency by: Informing all company policies through internal communication channels; organize meetings immediately when problems occur in the company; Highlight the company's vision and mission on websites or social pages with external interaction.
Always ready to support employees: Gen Z has a lot of ambition in career advancement, so businesses need to have a commitment to the career development of employees. Specifically, businesses need to organize professional skills development courses, help employees in the career orientation process, support money to participate in events and courses related to personal development, …
Give Feedback Regularly: Gen Z appreciates receiving feedback that tells them they're on the right track at work. Therefore, managers should have a reasonable frequency of meetings to evaluate work performance and give timely feedback.
Educate employees on the company mission: Gen Z tends to associate with companies that share the same vision. In order for employees to contribute better, businesses need to highlight the mission through internal communication channels, through general meetings of the company or in meetings between departments.
The personality and work motivation of each generation are important data to help managers devise management methods as well as improve employee engagement. Each generation will have different management methods, but there is one common measure that every business must do, which is to digitize the business. All 3 generations grew up in the era of strong technology, they will leave if the working environment is not present or there is an improvement in technology. Therefore, businesses need to quickly take measures to put technology into operation, both to improve productivity and promote employee engagement.