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How to manage a multi-generational workforce

Sharon Florentine | Nov. 26, 2015
With multiple generations making up today's workforce, conflicts are bound to arise -- especially as millennials assume management roles. Here's how to take best advantage of the unique characteristics of Baby Boomers, Gen X and Gen Y.

"Millennials love transparency -- they're constantly updating on social media, they're constantly communicating about what they are doing and how well it's going. That extends to the workplace; this generation won't resist if you ask them for a status report, they don't accuse their boss of micromanaging," she says.

Harnessing that native bias toward transparency can actually save money and time for organizations who won't have to invest as much in a complex project management organization, on tracking software, or expend as much energy figuring out where projects are, who's doing what and why, she says, because millennials will tell them.

"With millennials, CIOs have a valuable talent resource that, through transparency, can simplify work, streamline status updates and projects and make work much more social and collaborative, and it doesn't have to be a gargantuan effort," she says.

Millennials' tendency toward working collaboratively and meeting goals as a team can also help them connect and work well with the Baby Boomer generation, since these two groups tend to have lots more in common than they'd think, Paknad says.

"They tend to want the same things: belonging to something larger than themselves, working as a team with purpose and mission, happily engaging with others who are striving and successful, and to an extent, that's what we all want at work. CIOs need to use this common ground to bridge differences," she says.


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