Five Ways to Make an Age-Diverse Workforce Work for You

Posted by in Healthcare


No one can dispute the fact that managing a multi-generational workforce has its challenges. Older workers can be super-structured, but they follow the rules and are loyal and dependable. Gen X-ers have a tendency toward independence and collaboration. And those younger workers, labeled "Millennials," are seen as self-centered free-spirits with an entitlement mentality. Each generation has its strengths and weaknesses. 

 

Attributing characteristics across an age group can be misleading and unfair. There are some young workers who are more programmed and structured than their grandparents. Some baby boomers never shed their 60s “hippie” mindset and are harder to manage than the 20-somethings. The danger in putting people in boxes by age or generation lies in missing their overall value to the company. The healthcare industry serves every age group. The baby food industry or maternity fashion world, on the other hand, serves a narrower demographic and age group. 

 

Instead of focusing on generational differences, companies should realize that an age-diverse workforce is a plus. Employees representing each generation can help make customers comfortable, as they “see” or “hear” themselves when accessing services in person, over the phone or Internet. On the other hand, managers who attribute differences in employee work styles or productivity to age may contribute to the problem and open the company up to potential discrimination charges. Don’t miss the opportunities to make your age-diverse workforce work for you.

 

  1. Value everyone. Don’t focus on age, but on experience, skill and productivity. Employees will naturally gravitate to people with similar interests or age group. While your employees will become part of one group or another, as a manager, you need to keep a “professional distance” from your staff. You can’t go out bar-hopping with the younger crowd or meet the older crowd for Bingo every Wednesday night. What you do outside the office can place more value on one group than another.
     
  2. Match generations. Where possible, match customers with service reps of the same age group. Some distraught customers may feel more comfortable with someone their own age, or close to it. Matching generations helps with communications and frame of reference. 
     
  3. Mix the generations. Companies can become like a second family for employees. Some people are energized by workplace diversity. Proximity to someone older or younger encourages transfer of ideas and viewpoints. Working with a range of ages every day can help employees deal more effectively with a variety of customers as well. 
     
  4. Drop age references. Your employee handbook, orientation and diversity training should clearly state the company’s commitment to respect all employees and warn against discrimination of any kind. Even referring to a co-worker as an “old timer” in an affectionate way may backfire if that employee is laid off before younger workers. Bullying can take many forms. Repeatedly referring to someone with an age-label or nickname can cross the line from joking to harassment. 
     
  5. Recognize and share life lessons. Whether employees are 20, 60 or somewhere in between, their life experiences offer valuable lessons and insight for all. Use employee or team meetings as opportunities to share experiences. A new college graduate who has had to find health insurance or deal with an accident claim can offer a unique perspective. An older worker dealing with Medicare enrollment can help the rest of the team understand the frustration some customers experience with the Medicare selection process. 

 

Find ways to capitalize on an age-diverse workforce. Mix, match and appreciate the value they bring to the company, your customers and each other.  

 

Photo Source:  Freedigitalphotos.net

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  • Mary Nestor-Harper
    Mary Nestor-Harper
    So many have suggested managers and business owners should read this article and take the advice to heart.  Please feel free to attach it to an email and send it to those who may need a gentle nudge.   I agree it's hard to change a work environment.  You can change people's perception of your worth by keeping your skills and knowledge "ageless" by keeping up with your education and learning the latest technologies, either by volunteering for training or just leaning online yourself.  Grovo.com is a free website that has a lot of free tech training.  Thanks again for the comments.
  • Gregory R
    Gregory R
    I enjoyed your article and feel it offers good suggestions for management. However I feel there is little that can change a work environment not tolerant or accepting of "seasoned" employees. I experienced first hand this kind of environment, and when you have a DNS who is unwilling to change there is little you can do. Especially when everyone else is under 30 and female, and you are over 50 and male.
  • Anthony W
    Anthony W
    Very good article. Most companies that fail don't follow your good idea outlined in your article.
  • rebecca q
    rebecca q
    A great article unfortunately there is such a strong stereo type many good potential employees are overlooked. Lets hope employers reflect on these important points in future when interviewing and hiring their staff.  Rebecca
  • Betty Y
    Betty Y
    Wow, what an interesting article. I view young people for strength and older people for wisdom. Before I retired many of the younger workers would come to me for advice.  As a mother and a grandmother it was a joy to work with younger people. When I was working, I remember diffusing a situation between two employees that really could have gotten out of hand,  I took them aside separately and reminded them of how they would be affected if they lost a real good job. They both thanked me and is still working for a great company. Never take a judgemental stance, just teach out of love and compassion.
  • Tracey T
    Tracey T
    Value every one
  • Birara Teferie
    Birara Teferie
    Excellent!
  • Sharon W
    Sharon W
    Many of us have quality education, integrity, intelligence,experience, good health and a can-do mind set. What about 40 is the new 20 and so on so forth. Truly enjoyed the article.
  • Caroline M
    Caroline M
    I believe the Gen-X to be hard workers, independent, loyal and punctual.  I have always enjoyed working and am still looking for work
  • Mary Nestor-Harper
    Mary Nestor-Harper
    Thanks for all the comments.  Each generation has something unique to offer, just like every individual has unique skills, experience and perspective.  Employers should capitalize on this diversity to build stronger teams and better serve their customers.
  • jone c
    jone c
    I love your article and glad to read that this is a situation that we all must pay attention to. I am a 58 year old retired lady, who after retiring went into another profession of owning my business. things are getting slow ,so I need to join the work force again and glad to know there is a Diverse of workers that are truly welcome with a lot of knowledge and dependability.
  • isabel
    isabel
    Your article provides good advice, unfortunately you have a relatively small audience. After much research I have concluded that most companies today do all that is possible to eliminate "older" workers.
  • Susan M
    Susan M
    I really appreciate the fact that someone finally realizes that age is just a number, not a fact!!!
  • francisco r
    francisco r
    This is a great article , is also very helpful , especially for me since I work with different age groups , as a manager make me see and understand a lot of situations  , in my work place .
  • Jon G
    Jon G
    This article is like a breath of fresh air for those of us who are retired but strong and healthy enough to continue working. I wish that business organizations realize this fact.

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