���TIPSTO LEAD YOUR

GENERATIONALLY DIVERSE WORKFORCE TO SUCCESS

powered by:

ARE YOU SETTING YOUR WORKFORCE UP

FOR SUCCESS? Your workers have different needs depending on their particular generation

(millennial, Gen X, baby boomer or silent generation).

Be�er understand and more effectively lead your generationally diverse workforce with these 10 tips.

powered by:2

While some workers may prefer face-to-face

or phone interactions, others may find email

or IM more efficient – so get them in a room

together to share their preferred methods

of communication. Be thoughtful about the

way you interact with them, too – how do

employees prefer to hear from you?

���DID�YOU�KNOW? A CareerBuilder

survey found that the majority of both those

ages 55+ and those ages 25-34 prefer

face-to-face communication.

TIP��������

powered by:3

RESPECT THEIR COMMUNICATION

STYLES.

A tech-dependent millennial may IM her team late in the evening and expect a

prompt response, though her baby boomer colleagues have long since clocked out

for the night. Pinpointing solutions to work-life balance conflicts like this ahead of

time can help prevent misunderstandings later on.

TIP��������

powered by:4

FORESEE & ADDRESS POTENTIAL CULTURE CLASHES.

TIP��������

powered by:5

Mentoring sessions or even regular informal chats with those in different

generational groups can help broaden employees’ perspectives, prevent blanket

assumptions and enable best practices to be learned and shared. Want a

mature worker to become more tech savvy? Pair him or her with a millennial,

whose generation doesn’t know what it’s like to live in a world without technology.

ENCOURAGEMENTORSHIP.

Be aware of each generation’s (o�en very

different) motivators and professional

aspirations. Where do your mature workers see

themselves in five years? What does success look

like to your Gen Xers? Understanding this will

ensure you’re helping them achieve their goals.

���DID�YOU�KNOW? A promotion, bonus

or stock options don’t always ma�er as much

to older workers; instead, motivate them through

meaningful work and social relationships.

TIP�������

powered by:6

LEARN WHAT MOTIVATES DIFFERENT GENERATIONS — AND INDIVIDUALS.

It’s important to treat all age groups within

your workforce fairly. If you have an

extracurricular group that caters to a

particular generation, for instance, make

sure it’s clearly open to anyone who is

interested in joining so no one feels they’re

le� out or being treated differently than

anyone else.

TIP��������

powered by:7

BE FAIR& INCLUSIVE.

���DID�YOU�KNOW?�Gen X workers o�en experience “middle child” syndrome – yet

they’re big on self-reliance, so they won’t always let on that they’re feeling le� out. Find a

way to regularly touch base with them and let them know their ideas and opinions are valued.

Are you truly tapping into the talents of each generation? Mature workers are

generally known to have excellent interpersonal skills and the ability to hit the ground

running in a role due to their wisdom and wealth of experience. Take advantage of

these strengths and find projects and situations to help them — and your business — win.

TIP��������

powered by:8

LEAN ON THEIR STRENGTHS.

Are you truly tapping into the talents of each generation? Mature workers are

generally known to have excellent interpersonal skills and the ability to hit the ground

running in a role due to their wisdom and wealth of experience. Take advantage of

these strengths and find projects and situations to help them — and your business — win.

TIP�������

powered by:9

The Depression, World War II, and their parents’ hardships helped shape how

the silent generation sees the world. They value formality and hard work – and

they have high respect for authority. Conversely, baby boomers (many of

whom were once “hippies”) don’t like to conform to rules and thrive on change.

They value hard work, too, but they see it as a way to climb the ladder rather

than sharing their older counterparts’ view of “working hard because it’s the

right thing to do.” More effectively guide your workers’ career paths by

understanding what they value.

UNDERSTANDWHAT THEY VALUE.

What level of feedback do your employees

require? That may depend on their generation.

Gen Y workers o�en want lots of feedback:

more rather than less, and sooner rather

than later.

Gen X workers, however, want to be more

entrepreneurial. Keep different work styles like

this in mind when you’re ge�ing ready to chime

in on a situation.

TIP��������

powered by:10

BE MORE HANDS-ON… OR HANDS-OFF.

When it comes to something as fundamental

as work ethic, the way different generations

show it can be vastly dissimilar.

While older workers still believe job loyalty is

shown by how long you stick around and pay

your dues, Gen Y says, “I show you love by

how hard I work, not how long I’m there.”

TIP��������

powered by:11

LEARNHOW TOINTERPRETTHEIR SIGNALS.

���DID�YOU�KNOW?�Gen Y workers want a great work/life balance and opportunities to

enrich their lives outside of the office walls. Realize that for many Gen Y workers, the line

between work and personal life has blurred. Work happens at home, and vice versa — does

your organization support a flexible workplace?

One last word: though it’s vital to be aware of the pa�erns and characteristics of the

various generations in your workplace and let them guide your leadership, don’t let

them blind you – or your employees. Encourage all generations of workers to

communicate and ask questions, instead of making assumptions about how another

generation will think or act. And don’t assume a one-size-fits-all approach will

be effective. Instead, ask and learn.

TIP��������

powered by:12

AVOID MAKING SWEEPING GENERALIZATIONS.

One last word: though it’s vital to be aware of the pa�erns and characteristics of the

various generations in your workplace and let them guide your leadership, don’t let

them blind you – or your employees. Encourage all generations of workers to

communicate and ask questions, instead of making assumptions about how another

generation will think or act. And don’t assume a one-size-fits-all approach will

be effective. Instead, ask and learn.

FORGET WHAT YOU THINK YOU KNOW ABOUT HR… IT’S ALL ABOUT TO CHANGE.

This content was created for CareerBuilder’s Talent Advisor Portal, an online hub of exclusive content designed to empower you with the insight necessary to go from

HR professional to Talent Advisor.

THINK OF IT AS HR…IN HD.

Meet the Talent Advisor Team: You see them at conferences. You read their blogs. You probably even follow them on Twi�er. They are the original Talent Advisors.

MCCLURE RUETTIMANN STOL�K BROWNE SACKETTBusiness leader, entrepreneur

and executive coach.Speaker, strategist and author of “I AM HR.”

Ph.D., associate professor at St. Norbert College.

Executive director of human resources for LaRosa's, Inc.

SPHR, president of HRU Technical Resources.

���SUBSCRIBE�ME�TO�TALENT�ADVISOR���TAKE�ME�TO�THE�TALENT�ADVISOR�PORTAL

13 powered by:

ABOUT�CAREERBUILDER®�Recruiting is complicated. CareerBuilder makes it easy. We understand as the economy changes, so do the needs of the businesses and individuals we serve. Whatever your situation, we’re here to empower you with the resources you need to find, hire and keep the best people. From candidates sourcing, to comprehensive, easy-to-understand workforce data, to so�ware that streamlines your recruiting process, our solutions are designed to make your recruitment strategy simple, fast and effective, so you can focus on your No. 1 asset — your people.

CONNECT�WITH�US�Facebook.com/CBforEmployers Twi�er.com/CBforEmployers

YouTube.com/CBforEmployers Blog: www.TheHiringSite.com

Linkedin.com/company/careerbuilder-for-employers

powered by: