Why Companies Should Adopt A Generation-Neutral Approach To Talent

Right now, a typical organisation has employees from generations X, Y and Z. While such a broad age range of talent is nothing new, it has, in recent times, led to the development of different strategies for hiring, managing and retaining talent.

First and foremost, Generation Z has been getting the lion’s share of corporate attention in recent times. These so-called ‘centennials’ are, after all, the future of any organisation, right? So focussing on them is what any forward-thinking company should be doing.

While this is an argument that does hold some weight, it’s not one that I necessarily agree with.

A lot of commentary surrounds the fact Generation Z is the first generation ever to not know a world without the Internet. This is why so many centennials are not just tech savvy, but actually relish using the latest innovations. That is definitely something organisations need to consider when trying to attract them.

However, there are also the older workers to consider too. These individuals have inevitably been the lifeblood of an organisation for years and their contribution has been invaluable. Furthermore, more and more of them will continue to work longer, which is why their needs shouldn’t be overlooked.

Many Older Workers Feel Sidelined

But they are being overlooked, with Capita Resourcing’s Gen-Neutral Workforce whitepaper revealing that a third (32%) of workers over 50 feel sidelined, as their employer focuses on Generation Z.

It’s not surprising to hear how separate talent strategies have emerged for the various age groups – especially for members of Generation Z who gravitate towards companies that are seen to be embracing digital.

Interestingly, though, the same Capita whitepaper mentioned above also reveals that there are, in fact, many more similarities between older and younger workers than most people would think.

For example, individuals across the board in every age group are looking for a challenging and stimulating environment in which they can progress and get recognition for their contributions. Furthermore, all workers value a decent remuneration package, generous holiday allowance and flexibility in their roles, while appreciating that hard work is, of course, important.

Time For A Generation-Neutral Approach To Talent

The problem with generation-based talent strategies is that they have the potential to alienate individuals and polarise a workforce. As we’ve already learnt, a third of older workers already feel neglected by their employers, as companies look to focus and tailor their offerings to younger workers.

While Generation Z will obviously be invaluable for organisations going forward, every company should not look to focus all their efforts on this one age group alone.

By developing talent strategies that address the needs of a multi-generational workforce, organisations will reap the biggest rewards. The best approach is one that both supports the needs of your organisation (to add value) and focuses on the needs of the individual, regardless of their age.