In my last entry, I delineated the differences between the four generations currently in the workforce. How do you attract and retain the best in each age group? Here are some suggestions.

Streamline recruiting processes
Generations X and Y expect the recruiting process and decision to occur rapidly and electronically. If you keep them waiting too long, they will accept other offers. Although older workers are used to waiting, those who are reentering the workforce may not have the financial resources to navigate long recruitment processes. If you want the best and brightest, move quickly. Furthermore, for older workers, give them the choice to be contacted by e-mail or by phone.

To attract Generation X and Generation Y, provide ways to reward them that do not involve promotion.
These younger workers are less interested in climbing the ladder than in building their skills. Offer tuition reimbursement, allow time off for training opportunities, provide webinars, and /or mentoring programs. Develop your organization as a learning community that enhances their value in the marketplace yet makes it difficult, because of the learning opportunities, for them to leave.

Provide opportunities for older workers to upgrade their technological skills.
As technology changes rapidly, older workers may feel embarrassed that they are not up-to-date. Many reentry workers may question their interest in learning or their ability to understand the newer technologies. Thus, by advertising that specific positions require knowledge of certain software programs, you may be excluding people who can make a substantial contribution to your organization. Better to include technological training as part of orientation. Don't just offer classes, as some people may not be willing to ask questions. Include a coaching session for every worker and make your determination whether the person needs further training in technology at that time. You may also want to create a buddy system between the younger and older workers. Generations X and Y can provide help in technology; older workers can provide skills, wisdom and political savvy.

Consider non-traditional approaches to work including flexible work schedules, job sharing, telecommuting, and part time employment.
Younger workers, who work to live, will value the freedom and work/life balance. Older workers will jump at the chance to use their expertise and still have time for themselves and their families.

Don't forget the basics

• Catch people doing what is right. There is nothing like praise to motivate people, as long as it is authentic.
• Create a shared vision rather than trying to sell people on management's vision.
• Allow for dissent. Remember, as author and consultant Peter Block says, "If we can not say no, our yes means little." Teach people the difference between authentic dissent that stimulates breakthroughs and inauthentic dissent- denial, rebellion and resignation.

–Aimee Bernstein is the President of Open Mind Adventures^TM. Beyond her corporate practice in leadership and organizational development, she offers personal growth workshops and webinars.

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posted at 05:12:04 PM