Orientation/Onboarding and Generational Differences 2.4.4
Some individuals are working into retirement age and the workforce is mixed with different generational workers this means that employers are now faced with the issue of managing a multigenerational workforce. According to a study by HCI Analyst, most organizations hire employees from four different generations, typically referred to as: Traditionalists (born 1900-1945), Baby Boomers (born 1946-1964), Generation X (born 1965-1980), and Generation Y (born 1981-2000). While some employees deviate from generational norms, each generation tends to exhibit a distinct set of values, needs, and challenges.
According to the article, Welcome Ladies and Dudes, generations typically differ in “outlook on life, work ethic, view of authority, how they want to be led, and the type of relationships they desire.” Organizations must acknowledge these differences throughout an individual’s employment, beginning with the hiring process. Successfully onboarding a new employee shows an awareness of generational differences, and organizations must be prepared to modify the process to account for generational values, needs, and challenges. The key to competently onboarding multigenerational employees is to understand the expectations of the generations and align those with the needs of the organization. [1]
Further detailed information about the values and characteristics of the four generations that can be used to design effective orientation programs can be found at Managing Generational Differences [2.8.6].
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