EngagementEmployee EngagementFutureproofing talent: Onboarding a multi-generational workforce

Futureproofing talent: Onboarding a multi-generational workforce

L&D expert Carrie Missele sets out a framework for onboarding and engaging a multi-generational workforce in a highly competitive talent market.

Futureproofing talent: Onboarding a multi-generational workforce

You’re probably well aware of the sea change that’s upending the traditional workplace structure. Exacerbated by the pandemic and the opportunity for many to work from anywhere, the new workplace has positively affected how we view company culture and approach onboarding, elevating it into something more than a one-day initiative. Gone is the old one-size-fits-all approach. In today’s highly competitive talent market, organizations must customize the onboarding experience so that it addresses individual needs based on age and outlook, interests, and career growth.

Multi-generational workplace

A major shift in worker demographics and psychographics indicate that companies tailor their onboarding to meet generational needs. That is because, for the first time in history, there are five generations working side by side. Employees in their 20s and 30s may have different behaviors and attitudes about work from someone in their 40s, 50s or 60s, who, in lieu of retiring, may be deciding to work longer. Gen Zers are often more tech and social media-oriented while Baby Boomers may be less tech savvy and more comfortable with traditional communication methods.

Although your organization might not be onboarding multiple generations in one talent class, you’ll want to make sure all bases are covered to make every new staff member feel welcome and in high regard.

Changing traditional mindsets

Effective HR leadership involves reviewing current data, providing direction, inspiration, and guidance. Strong HR leaders exhibit courage, passion, confidence, commitment, ambition, and the ability to change both mindsets and policy.

HR leaders can start the process by initiating a conversation with the HR team about their hiring practices (is the company consciously hiring people of all ages and genders?) and introducing the idea of change. What are their attitudes? Do they possess the right skills and resources to address the issues of a changing, multi-generational workforce? If not, how can you get them to embrace a culture change and updates to traditional HR practices?

To evaluate how your HR team thinks about change and transformation, try the following exercise. Think of a prominent stadium or building in your town or city.  Imagine there’s a new owner and they’ve just announced the building’s new name.  What is your reaction? Is it excitement, such as: “Great! This new owner will tackle much-needed updates and upgrades to create a better experience for all of us.” Is it indifference, such as: “Meh, it doesn’t affect me.” Is it denial? “No way, I refuse to refer to the building as anything other than its former name!”  

If your answer falls in the first or second category, or is some combination of the two, you appear to be comfortable with evolving what onboarding should look like today. On the contrary, if your answer more closely resembles the third option, that should be cause for concern. By ignoring the data and pushing back to acknowledge a new name of a building, you’re essentially refusing to grow and change, failing to accept and adapt, and unable to recognize when a prime business opportunity arises. When leading a workforce of multiple generations, recognizing the need to accept change and adapt to it can serve you well.  You’ll pay attention to the characteristics of each generation and institute programs and best practices that meet the many needs of your people.

Millennials rising, Boomers staying on

Paying close attention to the changing demographics and psychographics of each generation will be critical in creating a multi-generational onboarding strategy.

It used to be that people followed a three-step life plan:

1. Get educated
2. Work
3. Retire

But this old model is rapidly becoming obsolete. By 2025, 75% of the global workforce will be made up of Millennials.  So, what do they need to feel welcome and validated in their decision to join your organization?

What's Hot

HRD Roundtable Report: Levelling Up Onboarding for the Hybrid World

Roundtable Report HRD Roundtable Report: Levelling Up Onboarding for the Hybrid World 5 May 2022

1y

HRD Roundtable Report: Levelling Up Onboarding for...

Attracting new talent is shooting up the priority list, but also proving more difficult than ever. A...

View event
HRD Roundtable Report: Redefining Company Culture in Hybrid Work Environments

Roundtable Report HRD Roundtable Report: Redefining Company Culture in Hybrid Work Environments 26 May 2022

1y

HRD Roundtable Report: Redefining Company Culture ...

The process of redefining a company culture is a complex one. Culture contributes directly to the da...

View event
Learning to win the talent war: how digital marketing can develop its people

Whitepaper | Talent Development Learning to win the talent war: how digital marketing can develop its people

1y

Learning to win the talent war: how digital market...

This report documents the findings of a Fireside chat held by ClickZ in the first quarter of 2022. I...

View resource
HRD Roundtable Report: Strategies For Re-Engaging The Hybrid Workforce

Roundtable Report HRD Roundtable Report: Strategies For Re-Engaging The Hybrid Workforce 5 May 2022

1y

HRD Roundtable Report: Strategies For Re-Engaging ...

We know hybrid working is here to stay, forcing many organisations to experiment with innovative and...

View event
HRD Roundtable Report: Making it ‘Worth It’ – What We Need to Reward, Engage and Retain

Roundtable Report HRD Roundtable Report: Making it ‘Worth It’ – What We Need to Reward, Engage and Retain 3 March 2022

1y

HRD Roundtable Report: Making it ‘Worth It’ – What...

We know the pandemic has caused many people to revaluate their careers and relationships with work a...

View event
Dave Ulrich: How can business and HR leaders simplify complexity?

Leadership Development Dave Ulrich: How can business and HR leaders simplify complexity?

1y Dave Ulrich

Dave Ulrich: How can business and HR leaders simpl...

HR thought leader Dave Ulrich outlines ways leaders can deal with complexity in an increasingly busy...

View article
HRD Roundtable Report: Using HR Data to Inform Organisational Decision Making

Roundtable Report HRD Roundtable Report: Using HR Data to Inform Organisational Decision Making 5 May 2022

1y

HRD Roundtable Report: Using HR Data to Inform Org...

Historically, HR hasn’t been as effective as it could be in sharing and communicating data with wide...

View event
Digital transformation investment grows but critical skills gaps remain - Coursera report

Digital HR Digital transformation investment grows but critical skills gaps remain - Coursera report

1y Leah Belsky

Digital transformation investment grows but critic...

Covid-19 has accelerated the rate of digital learning on a global scale. Coursera's latest report pr...

View article
Wellbeing in the hybrid workplace: how to successfully drive engagement

Employee Engagement Wellbeing in the hybrid workplace: how to successfully drive engagement

1y Alara Basul | Sponsored

Wellbeing in the hybrid workplace: how to successf...

Remote working has impacted the way we communicate as a workforce, but striking the right balance be...

View article
How to create a company culture capable of empowering the modern workforce

Culture How to create a company culture capable of empowering the modern workforce

1y Alara Basul | Sponsored

How to create a company culture capable of empower...

While new working patterns that emerged from the pandemic have earned a permanent spot in the w...

View article
WATCH: Connection and collaboration in a hybrid workplace

Leadership Learnings WATCH: Connection and collaboration in a hybrid workplace

1y Amy Kirkham

WATCH: Connection and collaboration in a hybrid wo...

Alison Noon-Jones, VP of People & Culture at Leidos UK & Europe, shares how crucial employee engagem...

View article
Turbulence ahead: Why it’s time to be bold in your leadership

Leadership Development Turbulence ahead: Why it’s time to be bold in your leadership

1y Terence Mauri

Turbulence ahead: Why it’s time to be bold in your...

HRD thought leader and Hack Future Lab founder Terence Mauri sets out why the biggest risk to leader...

View article

Because of their profile, Millennial-focused onboarding initiatives should include the opportunity for socializing and interpersonal engagement. Here’s a simple and effective icebreaker: split new hires into pairs, asking them to learn something about the other person and then share with the group what they learned.

Conscientious Millennials are seeking more work-life balance and to be measured on the results of their efforts, not just optics or how many hours they are tethered to a desk. Assignments with specific parameters and deadlines are most apropos. They’ll demonstrate their skill in prioritizing and meeting deadlines.

Millennials also appreciate immediate feedback, so don’t hesitate to tell them they’re doing a great job, or to share examples of where they can improve in a constructive manner.

By 2028, Gen Xers will outnumber Baby Boomers. And they, along with their Gen Z colleagues, value opportunities for personal development.

40% of Generation Z employees want to interact with their boss at least once a day. How will that affect onboarding?  Why not set up a reverse mentoring program, where the Gen Z new hire can engage with their manager in a series of meaningful ways. Encourage the Gen Z employee to be creative and self-driven by letting them take the lead in planning the opportunities to connect.

Today, it’s projected that 65% of Baby Boomers plan to work past age 65. To help them feel welcome and inspired to give their best, consider pairing them with a younger colleague. They can connect in a way that reinforces the value their experience and “seasoning” brings to the organization and open their eyes to the diverse talent of the younger group.


Carrie Missele is Practice Lead, Learning and Development at Inspirant Group. You can reach her through LinkedIn.

Was this article helpful?

Comments are closed.

What's Hot

HRD Roundtable Report: Levelling Up Onboarding for the Hybrid World

Roundtable Report HRD Roundtable Report: Levelling Up Onboarding for the Hybrid World 5 May 2022

1y

HRD Roundtable Report: Levelling Up Onboarding for...

Attracting new talent is shooting up the priority list, but also proving more difficult than ever. A...

View event
HRD Roundtable Report: Redefining Company Culture in Hybrid Work Environments

Roundtable Report HRD Roundtable Report: Redefining Company Culture in Hybrid Work Environments 26 May 2022

1y

HRD Roundtable Report: Redefining Company Culture ...

The process of redefining a company culture is a complex one. Culture contributes directly to the da...

View event
Learning to win the talent war: how digital marketing can develop its people

Whitepaper | Talent Development Learning to win the talent war: how digital marketing can develop its people

1y

Learning to win the talent war: how digital market...

This report documents the findings of a Fireside chat held by ClickZ in the first quarter of 2022. I...

View resource
HRD Roundtable Report: Strategies For Re-Engaging The Hybrid Workforce

Roundtable Report HRD Roundtable Report: Strategies For Re-Engaging The Hybrid Workforce 5 May 2022

1y

HRD Roundtable Report: Strategies For Re-Engaging ...

We know hybrid working is here to stay, forcing many organisations to experiment with innovative and...

View event
HRD Roundtable Report: Making it ‘Worth It’ – What We Need to Reward, Engage and Retain

Roundtable Report HRD Roundtable Report: Making it ‘Worth It’ – What We Need to Reward, Engage and Retain 3 March 2022

1y

HRD Roundtable Report: Making it ‘Worth It’ – What...

We know the pandemic has caused many people to revaluate their careers and relationships with work a...

View event
Dave Ulrich: How can business and HR leaders simplify complexity?

Leadership Development Dave Ulrich: How can business and HR leaders simplify complexity?

1y Dave Ulrich

Dave Ulrich: How can business and HR leaders simpl...

HR thought leader Dave Ulrich outlines ways leaders can deal with complexity in an increasingly busy...

View article
HRD Roundtable Report: Using HR Data to Inform Organisational Decision Making

Roundtable Report HRD Roundtable Report: Using HR Data to Inform Organisational Decision Making 5 May 2022

1y

HRD Roundtable Report: Using HR Data to Inform Org...

Historically, HR hasn’t been as effective as it could be in sharing and communicating data with wide...

View event
Digital transformation investment grows but critical skills gaps remain - Coursera report

Digital HR Digital transformation investment grows but critical skills gaps remain - Coursera report

1y Leah Belsky

Digital transformation investment grows but critic...

Covid-19 has accelerated the rate of digital learning on a global scale. Coursera's latest report pr...

View article