Millennials are most likely to use their mobile devices, social media, and apps for their job searches. They’re less familiar with the labor market compared to older job seekers. When searching for job opportunities, baby boomers typically look at what industries have the most open positions that match their skill sets. It’s smart, as the demand for talent drives up wages and ensures a higher chance of finding a good position.


It is more likely you will find baby boomers through professional networking and referrals. Generation X also utilizes networking a lot in addition to job boards and social media. At this point, career fairs and social media are the best methods to reach Generation Z.


Perks and Corporate Culture Boomers like a solid financial package and 401(k) pro- grams with a competitive company match and vesting schedule. For Generation X, learning and advance- ment opportunities are key perks. They want the ability to learn on the job and advance their skills to take on new roles. Millennials want to work for a company that aligns with their values. They crave constant feedback and will change jobs quickly if they do not feel they are making an impact. Many do not stay with the same company long, so it is valuable to show this generation what their career path could look like while offering regular opportunities for growth.


Generation Z is still very new to the workplace, but what we know so far is that they are looking for con- stant access to information. Additionally, constant, open communication is important for this group. They are ambitious, and career growth is near the top of their list of important aspects for a job.


Leveraging Each Generation’s Skills The traditionalists and baby boomers have a lot of valu- able skills that would be beneficial to the millennials and Generation Z workers. This is especially true in an industry so heavily rooted in craftsmanship like print. Conversely, the younger generations have a lot to teach their predecessors about new technology. How can the different generations make each other’s skills stronger?


• Apprenticeship programs can be a win for everyone, including the company. This is the most traditional way for newer generations to learn crucial skills.


• Mentor programs can increase communication and learning as well as retention for both the mentor and mentee.


• Reverse mentor programs are very good to help older generations better understand the younger generations’ strengths and motivations. These pro- grams are also a good opportunity for baby boomers and Generation X to learn new technology skills from millennials and Generation Z.


• Encourage teamwork. Each generation has different inclinations and skills for teamwork. By enabling employees from different generations to work as teams, innovation will rise. When you have a diverse group of people approach problems from different angles, unheard of solutions can be found.


In order to have a well-run multigenerational team, it is important to make sure each group is incentivized for their specific needs. This might include adding more communication, learning programs, or oppor- tunities to advance within the company. Perhaps you need to have your employees take a survey to see if anything is missing from their working situation?


Another key to success with a multigenerational group is utilizing each group’s differences to strengthen the team. Build programs such as mentorships and reverse mentorships. Why spend money on skills training when your employees can educate each other?


Finally, like with any excellent team, everyone needs to have an overarching goal and know clearly their individual responsibilities that will contribute to that goal. Get everyone working together toward something meaningful for the company. Regardless of when they were born, your employees inherently want to succeed. Make sure they have the tools to do just that.


The Magazine 7 5.2017


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