Engaging a Multi-Generational Workplace - 15 May 2007

Want to know how to manage the multiple generations in the workplace? Here's how: don't. There's so much information available on generational differences, and the trap we fall into is that we begin to manage our employees based upon their generational stereotype. We even form opinions about which generation is our favourite and which one is the hardest to manage. With over 6 billion people in this world, there are also over 6 billion generations - rather than the common three or four. Instead of 'managing by generations', we need to 'manage by individuals'. Sure, have an understanding of generational differences, but manage each individual as if that person was a unique generation of its own.

The one-size-fits-all approach is over. Total customisation is in. Dell Computers realised that customers preferred to design their own computers, and as a result, a business that started in a garage now generates billions of dollars in revenue each year - simply because Michael Dell acknowledged that customers value customisation.

Likewise, our employees are our customers, and we managers are tailors. To get the best out of every generation, our success depends on our ability to make sure that our management styles and working environments are tailored to suit each employee.

Almost anything is able to be customised: scheduling, motivation initiatives, rewards incentives, compensation packages, communication styles, training, career opportunities, feedback processes, and even the work itself. The more tailored, fluid, and flexible your company culture, the greater your chances of winning the war for talent.

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