If you have a multigenerational workforce and are still adhering to the old career ladder method of helping your employees plan their careers, then you might risk losing some of your younger employees. The reason for this is your younger workers are more aware of the career opportunities are available to them and are likely to leave a company that doesn’t at least show a willingness to embrace those opportunities. Create a career planning solution that satisfies everyone and their professional ambitions.
The Reality of the Situation
One thing you should know as a manager, entrepreneur or business owner is that today’s employee (no matter the age) is aware s/he holds all of the cards when it comes to directing his/her career. While there are some workplaces in the U.S. that offer developmental lateral moves, a majority of them fail to provide their multigenerational workforce with any type of direction when it comes to helping employees update their job skills.
By changing your thinking when it comes to career planning, you acknowledge your employees’ needs as well as your company’s need to remain relevant. Not only is this a good way to keep the employees you have now, it’s also a good way to attract workers in the future.
When it comes to your older workers, most of them have likely accepted the fact that they may not retire as soon as they might like. While your Boomer generation employees have to work, there’s also the fact that they could be blocking the way for young and hungry professionals. Rather than force your older employees to quit or make their work lives miserable, it’s better to simply change up the trajectory of their careers.
For instance, you can give employees who are closest to retirement the option to telecommute and use their industry and professional knowledge the set the next generation of employees on their way. This method keeps your older employees engaged in their work and allows them to slowly taper off their workload as they approach retirement.
Another option for the older segment of your multigenerational workforce is to act as mentors or in-house consultants for your company’s younger employees and maybe even your managers. This is a great learning opportunity for everyone, as the older generation can learn just as much from the younger generation as the younger generation can learn from the older generation.
For employees who are in their 30s to 50s and are aware of popular forms of modern technology, you can set them up as technical consultants alongside more experienced tech managers. Another option is to have your Gen X employees lead internal business projects, which can impart them with new skills and help them to foster their entrepreneurial spirits.
Out of everyone in your multigenerational workforce, your Gen X employees offer unique possibilities. They’re still young enough to be aware of the most current changes happening on the technological and career fronts, and they’re also old enough to have the experience and knowledge necessary to perform job functions that are still prevalent but possibly going through changes, changes they can teach to your Millennial employees.
Don’t let your youngblood workers fool you; they might be young, but they’re also some of the most ambitious and knowledgeable individuals you’re likely to come across. Not only that, but they can also be of great help to you when it comes to creating your career planning solution. Allow yourself to learn a thing or two from them as they start their professional lives under your wing.
In regards to helping your youngest employees map out their own careers, it’s a good idea to give them opportunities to lead mentor groups, which can help them build and discover their professional skills. Another option is to let them put their love and knowledge of technology to good use as technical workers. This doesn’t necessarily mean molding Millennials into IT experts, but simply finding ways to implement new technology and business strategies that require new technology.
As you’re putting the above ideas into action, try to find ways to get your multigenerational workforce to work together whenever possible. Everyone is sure to learn something new from their older and younger coworkers, and your business is sure to benefit from the raging tide of brainstorms sweeping across the company. For even more ways to build your business, be sure to check out more of the articles and tools here on Mighty Recruiter.