{"id":3559,"date":"2018-04-11T18:47:57","date_gmt":"2018-04-11T18:47:57","guid":{"rendered":"https:\/\/www.culturesummit.co\/?p=3559"},"modified":"2022-04-20T09:29:43","modified_gmt":"2022-04-20T13:29:43","slug":"keep-gen-x-ers-baby-boomers-engaged-work","status":"publish","type":"post","link":"https:\/\/www.culturesummit.co\/keep-gen-x-ers-baby-boomers-engaged-work\/","title":{"rendered":"How to Keep Gen X-Ers and Baby Boomers Engaged at Work"},"content":{"rendered":"
We all know that Millennials have surpassed Gen Xers as the largest generation in the U.S. labor force<\/a>, so it makes sense that they\u2019re getting a lot of attention in the press, on social media networks, and on the SHRM blog<\/a>. But as companies compete to find and hire the most talented of this age group, it\u2019s only natural that more senior employees \u2013 the Gen Xers and the Baby Boomers \u2013 start to wonder if their work matters anymore.<\/span><\/p>\n Earlier this year we discussed how to help legacy employees stay engaged when the legacy culture gets an upgrade<\/a>. Today, we\u2019re going to look at what you can do to make sure those employees know that there\u2019s still a place in your company for their hard-won experience and expertise.<\/span><\/p>\n There\u2019s one caveat worth mentioning, though: while generational stereotypes can offer insight into larger trends, there\u2019s no one-size-fits-all label that perfectly captures every team member on your roster. There are only larger trends that can inform your approach to human resources management and give you a starting point for conversations around employee engagement.<\/span><\/p>\n To help facilitate those conversations \u2013 and identify those larger trends \u2013 we got in touch with Austyn Rask, Research Analyst and Consultant with the generational consulting experts at BridgeWorks<\/a>. Here\u2019s what she as to say about keeping Gen X-ers and Baby Boomers engaged at work:<\/span><\/p>\n Like every diverse segment of the population within an organization, Gen X and Boomer employees have unique experiences and traits to offer. The disciplined Boomers wield a fiercely competitive yet optimistic spirit, while the independent, resourceful Xers have mastered a special balance between analog and digital.<\/span><\/p>\n An organization is at its strongest when multiple generations can work together and complement each others’ strengths, but this isn’t possible if a company focuses on a single generation \u2013 cough, Millennials, cough \u2013 and ignores the others.<\/span><\/p>\n It all begins with generational awareness, which impacts everything from benefits to engagement\u2014from hiring to retention. Having a perspective on who generations are and how they impact the workplace is essential. Leaders must also make it a priority to keep an open line of communication with seasoned employees. Don’t let yourself get too sucked into the Millennial hype, because there will always be a new generation entering the workforce and bringing change and hype with them, as well.<\/span><\/p>\n (Something we\u2019re seeing now with Gen Edge<\/a>!)<\/span><\/p>\n Here’s a brief summary of Boomers’ and Xers’ needs and interests, and more can be found in the infographics below:<\/span><\/p>\n Gen X employees…<\/span><\/p>\n <\/p>\n Gen X<\/a> infographic courtesy of BridgeWorks<\/em><\/p>\n Baby Boomer employees\u2026<\/span><\/p>\n <\/p>\n Baby Boomer<\/a> infographic courtesy of BridgeWorks<\/em><\/p>\n With four generations working side-by-side in the workforce, seeking generational understanding is key to developing a team that capitalizes on each other’s unique strengths and experiences rather than perpetuating negative stereotypes.<\/span><\/p>\n With 10,000 Baby Boomers turning 65 every day<\/a> \u2013 a trend that will continue for another 11 years \u2013 these employees are walking out the door with decades of experience and industry knowledge. Establishing constructive cross-generational relationships and keeping seasoned employees engaged is essential to not losing their wisdom and years of hard work.<\/span><\/p>\n Thank you, Austyn! And if the topic of age and generational values in the workplace fascinates you, don\u2019t miss these articles for further reading:<\/em><\/span><\/p>\n We all know that Millennials have surpassed Gen Xers as the largest generation in the U.S. labor force, so it makes sense that they\u2019re getting a lot of attention in the press, on social media networks, and on the SHRM blog. But as companies compete to find and hire the most talented of this age […]<\/p>\n","protected":false},"author":6,"featured_media":1653,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[77,78,39,79,80,81],"yoast_head":"\n
\nWhy are Gen X and Baby Boomer employees valuable assets in the workplace?<\/strong><\/h3>\n
\nIn what ways can employers balance efforts to attract Millennial talent with efforts to avoid alienating Gen X and Boomer talent?<\/strong><\/h3>\n
\nWhat are some of the unique needs and interests of Gen X and Baby Boomer employees in the workforce?<\/strong><\/h3>\n\n
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\nWhat else should HR directors know about keeping these generations of employees engaged?<\/strong><\/h3>\n\n