The art of flexibility: bridging five generations in the workforce

Pages107-110
Published date02 March 2020
DOIhttps://doi.org/10.1108/SHR-01-2020-0005
Date02 March 2020
AuthorJulie Smith,Susan Garriety
Subject MatterHR & organizational behaviour,Employee behaviour
The art of exibility: bridging ve
generations in the workforce
Julie Smith and Susan Garriety
Abstract
Purpose Being successful in a rapidly changing world of work depends upon having very clear
insights into the nature of the workforce from top leadership to lowest employee levels.
Understanding generational similarities and differences provides a good starting point, as it
provides the basis for examining the diversity of generational perspectives and needs and
insight and instruction to open the thinking about the diverse population of employees. The
purpose of this paper is to explore ways to bridge the five generations that work in today’s
workforce.
Design/methodology/approach Human resources has an especially important role to play in
employee policy development and implementation, employee relations, performance
evaluation, career progression and a wide range of other equally important and complex
situations.
Findings While it is important to understand these broad generations, it is critical to
engage with the individuals within your organization to better understand their perspectives,
what matters most to them and where they see the greatest challenges and opportunities to
bridge across generations. This paper explores approaches to take in bridging these
generations.
Originality/value This paper will offer readers valuable insight into managing a multi-generational
workforce.
Keywords Human resource management, Diversity, Engagement, Employee engagement, Culture,
Employer brand
Paper type Viewpoint
Introduction
It is hard to predict the future, but, because it doesnot occur all at once, it is possible to see
opportunities and challengesas it reveals itself.
We know that many corporate and organizational leaders hang on to the present hoping
that what they see as disruptive forces of change are only passing trends that they can
overcome by building on what worked in the past. As a result, their organizations are
nibbled to death as they eliminate personnel,consolidate departments for greater efficiency
and postpone infrastructure maintenance along with many other non-productive efforts that
do not contribute to their survival.
Being successful in a rapidly changing world of work depends upon having very clear
insights into the nature of the workforce from top leadership to lowest employee levels. That
is the focus of this paper.
During corporate and organization struggle to survive, human resources has an especially
important role to play in employee policy development and implementation, employee
relations, performance evaluation, career progression and a wide range of other equally
important and complex situations.
Julie Smith is based at Point
B Inc, Seattle, Washington,
USA. Susan Garriety is
based at Point B Inc,
Portland, Oregon, USA.
DOI 10.1108/SHR-01-2020-0005 VOL. 19 NO. 3 2020, pp. 107-110, ©Emerald Publishing Limited, ISSN 1475-4398 jSTRATEGIC HR REVIEW jPAGE 107

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