One of the three major challenges human resource management faces these days is the management of generations at the workplaces. Thanks to the changes in the labor market, almost all the generations are now present at the workplaces. This also means that different expectations arise against the employee and the workplace in case of each generation.
In our approach, generation management is about creating the balance.
On the one hand, balance must be created between the possibilities of the organization resulting from its technology, culture and financial framework and the expectations of the different generations. “Why cannot the company satisfy a demand it finds important” (“people shouldn’t use Facebook by the CNC machine”) and there are cases when another generation needs to be explained why the pending change in performance management or mentoring is important for the future of the company.
On the other hand, balance must be created in the cooperation of different generations through trainings and workshops.
MOST FREQUENTLY THIS QUESTION NEEDS TO BE ADDRESSED IF …
- … we can see that something doesn’t work between the different age groups
- … we want to recruit people in the future
- … a significant part of our employees will retire in the next five years
- … middle management finds it hard to manage young new entries
- … young new entries show much higher leave fluctuation than the other age groups
- … young employees don’t want to join us
RESULTS OF THE PROJECT:
- The internal employer image becomes stronger.
- Less energy has to be spent on the management of generational conflicts.
- The external employer image of the company improves.
- The employees’ engagement becomes stronger.
- Leave fluctuation decreases.
- Fluctuation costs decrease.
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