multi-generational workforce

The multi-generational workforce continues being a critical issue in the Human Resource
circles. There are four generations of workers currently in America. According to Zemke et
al.(2013), the four are the Silents, Baby Boomers, Generation Xers, and Millenials. The different
categories of the workers were born in different times and hence have different mindsets,
inclinations, and mentality when it comes to the workplace. From a recruitment and retention
standpoint, it would make sense to create four programs for each generation. Since the different
generations of workers have different learning preferences will create the recruitment and
retention programs of each with this in mind. I believe with this approach; I will address the
individual needs of the various generation.
Most of the Silents have since retired but are still working as consultants, managers, and
senior partners in industries like the real estate, financial, and legal. Since most of them grew up
during World War II and the Great Depression, most of them are typically patriotic and
committed to their work. They trust institutions, respect authority, and value loyalty to (Zemke et
al., 2013). The Silents, just like the other group of workers need to be trained from time to time
because of the dynamic nature of the workplace. The lectures in the old design and the face-to-
face training would be ideal for these individuals. The face-to-face training is suitable for them
since they have excellent one-on-one interpersonal skills. Since this group is made up of patriots,
I will create an enabling environment that will not frustrate their efforts when it comes to service
delivery.
The Baby Boomers are different when compared to the Silents. The Baby Boomers
matured at a time when there was peace after the war. They tend to focus on what is ideal for
them and love taking control and saving time. The excellent training program for this group of

UNDERSTANDING THE MULTI-GENERATIONAL WORKFORCE 3
people would be online lectures and e-learning. Since they are team players programs that would
encourage teamwork would be ideal for them.
Generation X value people and not companies or institutions. This group of workers are
zealous and often focus on efficiency. They were raised in an era of television advertisements
when social vices like corruption were rampant. This is why many of them do not value the
political class. This is one group of workers that have embraced both the old brick and mortar
education and the electronic learning (Zemke et al., 2013). Since they respond correctly to
training that equips them to be independent and solve various issues, this is the training program
that I would recommend for them. They can be motivated and thus retained by providing them
with multiple aspects of technology.
The Millenials were born with technology which exposed a vast majority of them to
technology at a relatively young age. This group of workers is tech-savvy, make a decision faster
based on the current demands, are open communicators, and seek mentorship (et al., 2013). I
would thus come up with a training program that will utilize technology since this group of
workers will readily plugin in such. They have poor interpersonal skills and will avoid training
that focuses on that. Since this group is motivated by money, I would consider reviewing their
salary upwards every time their contracts expire, and they need to be renewed.

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References

Zemke, R., Filipczak, B., Raines, C., & Recorded Books, Inc. (2013). Generations at work:
Managing the clash of boomers, gen xers, and gen yers in the workplace. New York, NY:
AMACOM.