Generations differ in their approach to work and their expectations of the professional environment.
Intergenerational cooperation fosters new creative solutions.
Motivation methods must be adapted to take into account the diverse values of employees.
Proper communication is key to taking into account the differences in technology use between employees of different generations.
Training must take into account the diversity of needs, desires and expectations of different age groups.
In multigenerational teams, conflict management requires establishing open communication and fostering cooperation between representatives of different generations.
Multigenerational teams are more flexible and resilient to staff retention.
The importance of managing a multigenerational team in a modern company
Effective leadership of a group with representatives from different generations is crucial for the development of a modern company. A multigenerational team brings diversity of perspectives, experiences and skills. Having a multigenerational team can bring benefits to an organization, but it also creates challenges indonesia phone number sample related to conflicts between employees representing different generations.
Characteristics of generations in the labor market
Today, four different generations can be found in the labour market. Baby boomers are those born during the period of high population growth after the end of World War II, between 1946 and 1964. They are characterised by a strong commitment to work and a preference for traditional methods of communication, such as face-to-face conversations or by telephone. Representatives of this generation value professional stability and are distinguished by their strong loyalty to their employer. For this reason, they often work for the same organisation all their lives.
Generation X is the group of people born between 1965 and 1980, which currently dominates the labor market. Like the baby boomers, representatives of Generation X are characterized by loyalty to their company. However, unlike the previous generation, they attach greater importance to professional development, value independence, and care about a balance between their work and personal life. They are distinguished by their responsibility in the performance of their duties and good organization of their work. They are very focused on professional development and achieving a high social status.
Generation Y , also known as millennials, includes people born mainly between 1981 and 1996. Representatives of Generation Y are very open to new technologies. They often change jobs to suit their passions and values. They attach great importance to their private life, expect a great deal of freedom and flexible working hours. In their relationships with superiors, they show a lack of attachment to authority and greater independence than previous generations.
The youngest generation in the workforce is Generation Z – those born after 1997. They are the first to have grown up in a fully digitalised society and are therefore characterised by a considerable mastery of modern technology. They have a strong desire to make a difference in the world, and many express a desire to work in industries or organisations that are committed to the community or the environment. At the same time, young workers from Generation Z demonstrate a very creative and innovative approach to doing things.