LinkedIn News Europe’s Post

Each employee's needs and motivations are influenced by more than just their generational label, says recruiter Steve Diamant. Today's workspace is composed of four different generations, he says. "How do you deal with millennials, gen X, gen Z and boomers in the same company?" asks Diamant. "I understand the difficulties you must face as a manager, navigating the needs and expectations of everyone, while trying to keep it fair and equal for everyone," he says. "But the reality is. It's not supposed to be equal anymore. I challenge you to think about equality v equity." How do you think managers can embrace people of all generations? Share your thoughts in the comments below.

How do you deal with Millennials, Gen X, Gen Z and Boomers in the same company? 😲 Today's workspace is composed of four different generations. Each has their different expectations and challenges. I understand the difficulties you must face as a manager, navigating the needs and expectations of everyone, while trying to keep it fair and equal for everyone. But the reality is. It's not supposed to be equal anymore. I challenge you to think about equality VS equity. How can you create and manage complimentary (and sustainable teams), making sure you address everyone's expectations (whether it is money, flexibility, development needs etc). Our #1 tip for this dialogue is simple: avoid making generalizations. Each employee's needs and motivations are influenced by more than just their generational label. They are shaped by their personal life stages and circumstances. Please share how do you deal with that or challenge this opinion in the comments 👇 PS: No, not all young people in your team look for flexibility and remote. No, not all Baby Boomers are resistant to new technology. No, not all Millennials are job hoppers looking for the next best thing No, not all Baby Boomers prefer a traditional top-down approach to management. No, Gen Z isn't glued to social media. Many want meaningful, face-to-face interactions at work. Read our full article on the question: https://bit.ly/4aujxAO

Might be inspiring by implementing #ISO 45001:2024 and CSR/ESG. This shows also the real challenge for employers and team leaders how to deal with differences. To recognise the real needs of each group is the first step only. To find a way to implement without the feeling of inequity, so disruptive for people's commitment, might be the real challenge.

🤔I thought for a long time about the differences between generations. Honestly, I like observing other people and understanding their actions, knowing about generation theories. It would be very interesting to chat about it. 🌐  In today's business communication, generational differences are shaping partnerships. Now, four distinct generations actively participate in the workforce. And I think that understanding their unique features is key to successful collaboration. And, I would like to dive into the communication styles and characteristics of each generation in my opinion: 👴 Baby Boomers (1946-1964): Known for their strong work ethic and loyalty, Baby Boomers prefer traditional forms of communication such as face-to-face meetings and phone calls. They value respect for authority and are often seen as great mentors. 📞Generation X (1965-1980): Bridging the gap between Baby Boomers and Millennials, Gen Xers are independent and resourceful. They favor direct communication methods like email or phone and are known for their skepticism of hierarchies. 💻 Millennials (1981-1996): Digital natives who thrive on collaboration and flexibility, Millennials are comfortable with instant messaging and social media platforms. They seek work-life balance and are driven by purpose and innovation. 📱 Generation Z (1997-2012): The newest entrants to the workforce, Gen Zers are tech-savvy and value authenticity. They prefer quick, visual communication through apps and are highly conscious of social and environmental issues. In partnerships, acknowledging and embracing these differences can lead to a more cohesive and innovative approach. For example, leveraging the digital proficiency of Millennials and Gen Z with the strategic experience of Baby Boomers and Gen X can create a powerful synergy. Have you noticed generational differences? 

Gen Z is not the problem.  The problem is employers stuck in the past. The same criticisms Gen Z is receiving now are the same ones I experienced as a millennial when I first entered the workforce. Even Boomers were criticized as entitled by the generation above them. Gen Z refuses to be exploited like previous generations. Gen Z has set firm boundaries which they learned by seeing how easy it was for companies to exploit millennials. They want the exact same perks that the boomers took advantage of and then erased for all that followed. Gen Z is not the problem but I hope they become the solution.