How to Manage a Generation Gap in Organization

Young Employees vs. Old age Employees.

“Characteristics of Multi generational Workforce”

Young Employees

  • Low level of maturity.
  • Less experienced, in some cases experienced.         
  • Flexible to change.
  • Dynamic.                                                              
  • Unstable.
  • Less monetary needs.                                                       
  • High mental & physical abilities.                                   
  • Aggressiveness.
  • High attitude.
  • Low temperament.                                                              
  • Like challenging work.
  • Enthusiastic.

Strategies to manage Young Employees

  • Train them, so that they can change their stereotype applied to older employees such as “they are not being able to cope with stressful jobs”.
  • Realize younger ones that the key to success is in the respect of seniors because their (old ones) experience, knowledge will be helpful for Youngsters.
  • Give the decision making power to younger employees, so that they bring innovation in the work.
  • Give them challenging work because they like it.
Reading: What are objectives behind Organizational Development?
  • Provide refresher & constant update knowledge and give them behavioral training.
  • Give them proper career development opportunities, so that their loyalty towards organization increases.
  • Minimize their job related stress and burden, so that they enjoy the work.
  • Make teams of younger employees because they like to work in teams.

Old Age Employees

  • High level of maturity.
  • More experienced.
  • High temperament.
  • Resistance to change (status quo).
  • Rigid.
  • Stable.
  • High monetary needs.
  • Limitation of physical & mental abilities.
  • Less absenteeism.
  • Low turnover.

Strategies to manage Old Age Employees

  • Provide them learning opportunities to pick up new ideas & skills.
  • Provide them counseling sessions, there they can guide or lead younger employees with the help of their experience and comprehensive knowledge. This act will feel them honored.
  • Provide them health advice, preparation for retirement by giving pre-retirement training about new journey of life after retirement by giving them retirement plan.
  • Make them the leaders of teams, so that they guide the younger employees with their experience.
  • Don’t give them challenging jobs e.g. “Marketing Jobs”.
  • Give them managerial jobs because they have comprehensive knowledge.
  • Give them status in the organization because they like status. 

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