Employees are the heart of any company. Without them, the company is just an asset, an office, a warehouse or any other empty space that does not generate revenue. But it’s not enough just to employ people – they have to be the right people. Otherwise, the company would have negative employee turnover and would not be efficient or creative enough to cope with the competition 21. century.
When it comes to talented and skilled employees, a high salary is usually not enough to retain them in the long term. Therefore, employers need to adapt their workspace and workplace processes. However, due to generational differences related mainly to rapid technological progress, there is a huge gap between what fulfils a 20-year-old and a 50-year-old. And since every employer wants to be able to recruit talented employees from all age groups, they need to find a way to meet the needs or wants of all generations at the same time.
To create the perfect balance that motivates all generations, we must first understand the differences between them. Generation X, millennials and Generation Z are the generations that are currently in the labour market. Let’s examine their distinctive features:
Generation X
Generation X refers to persons born between 1965 and 1980. They have often witnessed the advent of technology and experienced a transition period from traditional to digital advancements. Generation Xers typically value work-life balance, job stability and independence. Having experienced the economic downturn, they are generally diligent, adaptable and pragmatic in their approach to work. Members of Generation X value autonomy and appreciate employers who offer flexible working conditions. They prefer tangible rewards and opportunities for professional growth.
Millennials
Millennials, also known as Generation Y, were born between 1981 and 1996. They grew up during the advent of the internet and witnessed the rapid development of digital technologies. Millennials favour work-life integration, seeking meaningful and purposeful employment. They value diversity, collaboration and personal development. Millennials thrive in an inclusive environment that provides constant feedback and opportunities for advancement. Flexible working hours, teleworking options and a healthy work-life balance are key aspects for this generation.
Generation Z
Generation Z, born between 1997 and 2012, has come of age in a hyper-connected world dominated by social media and modern technology. They are known as digital natives who grew up with smartphones and social networking platforms. Generation Z seeks work that aligns with their passions and values. They value diversity in the workplace, transparency and social responsibility. Members of Generation Z are highly adaptable, creative and independent. They thrive in a fast-paced, technologically advanced work environment that offers continuous learning opportunities and provides meaningful work experience.
As you can see, each generation has a slightly different set of skills and goals. Generation X is generally looking for stability, while millennials and Generation Z are more interested in jobs that give them meaning and opportunities for growth. Generation X is generally more pragmatic. On the other hand, millennials and Generation Z are more tech-savvy.
How can we accommodate all generations at the same time?
It is very important to give your employees a purpose or goal to strive for. Of course, it is best if it is in line with their aspirations and the company’s vision. Remember that even though they are part of a certain generation, each person is unique. That means there’s no better way to find out what appeals to them than to talk to them openly about it.
Create a supportive and inclusive work environment that encourages collaboration, recognizes achievement and provides opportunities for growth and development. Regular feedback, coaching and training programmes can help employees feel motivated and supported on their professional journey. In addition, offering competitive pay and benefits as well as work-life balance initiatives can further increase employee satisfaction and commitment to the organisation. By cultivating a sense of purpose, encouraging growth and providing a supportive environment, you can effectively motivate your employees and increase long-term retention.
It is good to know the different generations and their typical characteristics. However, it is not only counterproductive but also illegal to make hiring decisions based on the age of the applicant (EU framework for equal treatment in employment and occupation). We in society Atena make hiring decisions based on skills, education and previous experience because we know these are the most important factors. In the company Atena we also strive to provide our employees with the conditions they need to reach their full potential and continuously grow. If you’re looking for a job that will help you develop your skills, give you the fulfilment of helping others and the opportunity to earn an excellent salary, take a look at our vacancies – we might just be looking for you.
