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The Value Of Employing A Multigenerational Workforce

They say age is just a number, and that its really about how you feel. Okay, that may be true but then again, there is a reason we celebrate birthdays to commemorate another passing year. Chronological age is important. Age is an identifier, a distinction, but it also classifies us into a specific generation. That, in and of itself, is creating quite a phenomenon.

For the first time in recent history, there are potentially five generations in the workplace at the same time. The multigenerational workforce delivers the possibility of having grandparents and grandchildren in the same workspace.

Older Americans remain vital and want to continue working, or theyve recreated themselves in a new career, placing them side-by-side with recent college grads. Bravo to the employers who see the value in classic skill sets. Weve seen this evolution occur in the entertainment industry with names like Betty White (99 years old), Dustin Hoffman (84 years old) and Cher (75 years old), who are still performing, still memorizing lines and still effective in their respective jobs. It is commonplace to see mature Americans still working in the government arena, with many of our presidents and legislators in their 70s and 80s.

No longer do these healthy, vibrant, older Americans want to be pushed out or forced to retire because they have reached a certain chronological age. Dont assume the 65th birthday means its time for a gold watch and Social Security benefits.

Conversely, this means HR has a large pool of talent to choose from. College grads and careerfocused tenured employees are wanting to climb the career ladder. They are savvy tech professionals who are confident, and they see their value in the workplace. This dichotomy is creating an interesting workplace culture. But is your organization ready for this?

There are inherent differences between these generations. A 75-year-old doesnt communicate the same way a 25-year-old does. Seasoned workers may like to talk on the phone or meet face-to-face. A Millennial might prefer emailing, texting or DMing. They dont share the same work habits, career goals and skills but thats not a bad thing. Look at this as an opportunity. Accentuate the positive, eliminate the negative. Its time to read the room and set a tone.

Your strategy is to create a workplace that bridges the gap. Heres what youre working with. Experts define our current generations this way:

• Traditionalists, born in 1945 and before;
• Baby Boomers, born between 1946 and 1964;
• Generation X, born between 1965 and 1976;
• Millennials, born between 1977 and 1995;
• Generation Z, born in 1996 and after.

First and foremost, this is about teamwork. You want to foster better communication and create mutual respect among the generations. Look at the richness in your office and take advantage of it.

Historically, you have employees whose experiences run the gamut from old school business to the technological age. This is an opportunity for your staff to learn from each other. You can create that environment where questions are embraced and knowledge is shared

Question 1

Discuss the importance of equality and fair labour practices as adopted in the Employment Equity Act 1998(EEA), with particular reference to the article above.