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A unique dynamic is emerging across workplaces across the U.S. For the first time ever, many businesses now include a mix of employees that span four distinct generations: Baby Boomers, Generation X, Generation Y (or Millennials) and most recently, Generation Z. Depending on your business, this means Gen Z workers in their early 20s may be crossing career paths with Baby Boomers in their 60s and 70s.
How does this impact your business? Quite a bit! There are legal considerations, as well as specific management challenges. To support a multigenerational workforce, you must first follow sound, non-discriminatory hiring practices. Then, you should adopt a flexible management approach that honors each worker’s unique perspectives and life experiences.
The Age Discrimination in Employment Act (ADEA) protects applicants and employees 40 and older from discrimination in the workplace. Protecting your business from a potential age discrimination lawsuit starts with sound hiring. Follow these important steps:
A detailed, well-written job description is an important document in any defense against possible discrimination complaints. It serves to objectively outline the duties and responsibilities of the position — and can guide you in conducting fair assessments of job applicants.
An attorney-approved job application allows you to pose standard questions to all candidates without violating their privacy and employment rights. You may not see the harm in asking what year a candidate graduated from high school, but this could be viewed as an indirect way of finding out a person’s age.
You can conduct solid interviews by asking each candidate the same questions — and ensuring that these questions are job-related. Straying from the job description and subjecting just one candidate to a line of questioning that is different from the others can invite unwanted legal issues.
Polite and friendly conversation during interviews on topics unrelated to the job can lead to unintentional discrimination. Once you go off course, the conversation or questions could slip into inappropriate areas such as family life, ethnicity or religion. It’s best to keep the small talk to an absolute minimum.
Beyond the hiring process, keep in mind that age discrimination can result from other actions and attitudes in the workplace. For example:
In addition to casting a wide net when recruiting and hiring employees, strive for diversity and avoid any age-related missteps with transfers and promotions, work assignments, training and apprenticeship programs, performance measurements, and wages and benefits.
Do you understand what drives the four different generations? Although every individual is unique, of course, certain behaviors and tendencies have been observed amonng the generations. For example:
While it’s easy to focus on stereotypes and bemoan the challenges of a multigenerational workforce, a smarter approach is to drop the labels and strive for common ground. It’s entirely possible to bridge the gap between a 20-something, entry-level employee and a tenured, 70-year-old nearing retirement. As it is, melding a multigenerational staff with a broad range of experiences and insights can lead to a more vibrant and robust workplace.
To help support this dynamic, you should:
Whenever possible, build teams that incorporate a range of ages. Collaboration and connection is the key to building trust across generations. Plus, each generation can contribute a valuable skill set to a project – from an older employee with a keen understanding of company operations to a Millennial who’s comfortable with the latest technology.
We tend to think older employees possess all the knowledge to impart on younger employers. But have you heard of reverse or reciprocal mentoring? The objective is to pair younger workers with senior-level staff to share their expertise and insights. By doing so, you promote the message that every generation has something to offer, regardless of age.
Employees want to be recognized and appreciated for their efforts, no matter the age or generation. Look for more ways to recognize your valued employees — from praising contributions and honoring birthdays and anniversaries to establishing an employee of the month program and rewarding specific achievements.
Bring employees together in non-work settings to build camaraderie and friendships. Whether it’s a department lunch, end-of-the-year holiday party or weekly bowling league, activities away from work can create connections that cross over into daily workplace interactions.
Although a multigenerational workforce presents special challenges for employers, it also provides new opportunities. Bridging the differences and embracing each other’s strengths can help you build a business that keeps pace with today’s societal and technological changes.
Take advantage of the latest online tools to support a fair and effective hiring process. You can reach more qualified candidates, avoid job application oversights and streamline your hiring efforts with the Job Application app and Applicant Tracking app from HRdirect Smart Apps.
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