Attracting and retaining skilled employees has always been a challenging task for employers. Nowadays, the continuously evolving technology, immigration and work patterns that mix employees of different ages, makes finding and retaining the right talent even more challenging.
Several problems can arise from specific traits, mind sets and communication styles of people of different ages. Each generation tends to see the world in a unique way that was formed and shaped by social trends, personal experiences and major historical events that were taking place in the world as these individuals grew up.
Most companies are now managing three generations of employees:
Baby Boomers (born between 1946 and 1964)
Generation X (born between 1965 and 1980)
Millennials (born after 1980)
How should employers relate to them?
The differences
Baby Boomers. They grew up during the civil rights movement, the Vietnam War, and netherlands phone number library the fast-ascending women’s movement and are the first generation which prioritised work over personal life. Baby Boomers are well-educated, hardworking, and independent. They have a good can-do attitude, excellent work ethic as well as advanced communication and interpersonal skills. They like change and are a very competitive generation (most likely because of the huge increase in population that occurred during the post-war era).
Generation X. They are the ‘me’ not the ‘we’ generation, possess strong technical skills and are more independent than the Baby Boomers. They are typically entrepreneurial and have adapted well to technology as it has changed and evolved. This is the generation that always seems to be questioning authority figures, usually places a lower priority on work and is known for developing the work/life balance concept. They appreciate stability that larger firms can offer but also value flexibility and equality at work. That’s the reason why they’re often attracted to less-bureaucratic businesses.