The multigenerational workforce: If you supervise one then you know each generation brings its own set of strengths and values to the workplace. But this diversity often presents challenges for a manager charged with overseeing the newest members of the workforce, Generation Y, and the oldest, Baby Boomers and Traditionalists. So how do you manage the multigenerational workforce effectively and productively? Let’s start with general info about each generation:
The Four Generations
Generation Y: Also called Millennials, this group, born after 1980, was raised on technology. They also seek feedback on tasks and performance as well as value both online and offline relationships.
Generation X: These employees born between 1965 and 1980 often seek a work-life balance that provides the quality of life they’re looking for. Gen Xers appreciate mutual respect and open communication.
Baby Boomers: A strong work ethic is the hallmark of this generation, born between 1946 and 1964. They value face-to-face interaction and are often considered loyal employees. Boomers are also accustomed to the concept of working their way up the corporate ladder.
Traditionalists: Sometimes coined the Silent Generation, this group includes workers born before 1946. They may remember the lean years of World War II or were perhaps raised by parents who struggled through the Great Depression. [click to continue…]
The workplace is going global, even for small businesses. As a result, it’s not uncommon for managers to find themselves charged with supervising an increasingly intercultural workforce, whether it’s overseeing employees from a particular culture or working with a consultant from the foreign home office. So what does effective and productive intercultural management look like?
Intercultural management describes the ability of a supervisor to productively communicate and work with employees from a range of cultures. As businesses make inroads into foreign markets, develop relationships with foreign vendors, and build multicultural workforces, it’s more important than ever for supervisors to learn how to manage diversity in the workplace. Check out these strategies for being a successful intercultural manager:
Cultivate Awareness
The first step in managing diversity in the workplace is to recognize that you may need to adopt specific tactics to get the most out of an intercultural team. And that awareness doesn’t only include you as an intercultural manager; it may also involve creating awareness in colleagues, employees, customers, and vendors.
Nurture Communication
For an intercultural manager, effective communication is a critical driver of success. A best practice in intercultural communication is taking the time to listen and asking questions with team members from diverse backgrounds. This will help to reduce or eliminate the misunderstandings that send productivity into a nosedive. [click to continue…]
If you were to take a snapshot of the American workforce now, it would look very different than it did just two generations ago. Today’s workplace features a variety of employees, from women to immigrants, from Millennials to Boomers. But managing diversity in the workplace does present challenges. Employees come into the work environment with a vast range of expectations, needs, and skill sets. So how do businesses start managing diversity in the workplace?
Take the cultural pulse. Don’t rely on a hunch or suspicion to assess your company’s current cultural environment. Use an employee satisfaction survey to gain insight into what the employees feel about workplace diversity.
Develop a framework for workers who speak limited or no English. If the work environment is rich in these employees, decision makers should start managing diversity in the workplace by considering language issues. While businesses cannot insist on a blanket language policy, a manager might consider these tactics:
Pinpoint which types of company documents might need to be translated. This may include work rules, discrimination/harassment policies, health insurance information, etc. This managing diversity in the workplace strategy will go a long way toward reducing confusion among your employees and their co-workers.
Don’t impose an English-only policy without very careful consideration. From a cultural diversity standpoint, banning a foreign language is a sure way to alienate the employees who make your business work. Just as importantly, the EEOC sets strict guidelines regarding English-only policies. For example, the policy must be specifically and narrowly tailored to legitimate business purposes and cannot prohibit non-English languages during breaks, meals, or other non-work time. Always consult with an employment lawyer or HR professional before creating English-only policies.
Train employees about harassment and discrimination issues. Team members may not be aware that their culturally insensitive comments or jokes offend others. Educate employees about the types of conduct that might be considered harassment or discrimination. And, if you employ a number of workers from the same foreign culture, consider educating other employees about language or behaviors a particular culture might find offensive.
Make complaint processes culturally sensitive. The American workplace typically depends on the employee to assert their rights by registering a complaint. In some cultures, it’s considered disrespectful to complain about co-workers or managers. If you employ workers from other cultures, partner with them to develop a system in which they’re comfortable filing a workplace-related complaint.
Recognize you may encounter opposition to change. If the company hasn’t historically been diverse or if diversity policies are new to the workplace, it’s not uncommon to encounter resistance to the changes. Start managing diversity in the workplace resistance by explaining the reasons why the changes are happening and how they will benefit employees and the company.
Establish achievable, measurable goals. Best-in-class companies don’t enter a new market or build a new product without having a sense of where they want to go or where they need to be. If you want to start managing diversity in the workplace successfully set reasonable, attainable goals and benchmarks.
Diversity is not just a business buzz word. Proactively managing diversity in the workplace is a smart way for businesses to capitalize on the experiences, talents, and skills of all employees.
Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips. Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’ e-newsletters, Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more. No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours. Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.
In today’s article, I’ll share ideas on how to keep the diverse employees that you have.
You’ll learn as I go over this information with you that many of these tips can easily be applied to all types of employees; and should be applied to all of your employees.
But, there are some things that are specific to diverse populations that are important to remember.
These tips will be brief, but there are 3 articles that you’ll find extremely helpful that dive into a lot more detail on how to manage a diverse workforce and cultural differences in the workplace.
I’ve included links to these articles in the podcast show notes on this site. Just go to the podcast “Retaining a Diverse Workforce”, and click on the links for the following articles:
The third article that you may find helpful, is a hypothetical case study on how the little things can be perceived as slights from someone who is of a different race or ethnicity. I’ve added a link in the show notes for this podcast to this article which is titled:
Now here are 7 tips on how to retain a Diverse Workforce:
1. Make sure that you orient all new employees by ensuring that they are introduced to key staff across the organization. It’s a courtesy that goes a long way in making employees feel welcome.
2. Share with them the often overlooked, but important information on the mission and culture of the business and the role that they others play to support the company mission and culture.
3. Be sure to include your new employees in workplace activities and initiatives as appropriate by making sure that they are invited to office or company events; being mindful of inviting your employees early, (and not at the last minute. No one wants to feel like a 3rd wheel.
4. Many managers are becoming more aware of the importance of diversity in the workplace. Become more in tune to cultural and communication differences. Take the time to learn or research the impact that cultural and communication differences may have in the workplace.
The article that I referenced earlier, “Understanding Cultural Differences in the Workplace” does a great job at highlighting what some of these cultural differences might be.
5. Meet with all of your employees in order to get a sense of what they like about the organization, or what they feel can be done better. This can be done quite easily through surveys and focus groups.
6. As employees leave your company, meet with them to learn about their experience and use the information to help you to approach new ways of recruiting and retaining employees.
7. Provide mentorship opportunities for employees so that they are exposed to individuals at all levels of the organization.
Mentorships don’t need to be formal in nature. Encourage all employees to be collaborative and available to answer questions and be supportive of their colleagues, regardless of their position in the company.
Generation Y: Also called Millennials, this group, born after 1980, was raised on technology. They also seek feedback on tasks and performance as well as value both online and offline relationships.
