Summer 2013

Frontline Resources for Managers and Supervisors

Engaging a multigenerational workforceHMS’s Management Assistance Program (MAP) is committed to helping managers and supervisors improve and succeed at work. In this issue of Frontline, we’ll help you learn how to effectively manage a multigenerational workforce.

Four generations, four ways of thinking

Workplace demographics currently span four generations: Traditionalists (born before 1945), Baby Boomers (born 1946-1964), Generation X (born 1965-1979), and Millennials (born 1980 and after). Young adults frequently find themselves working next to colleagues of their parents’ ages—and older. All four generations have diverse attitudes and experiences. So how can you engage them all to maximize production and results?

The Management Assistance Program (MAP) component of HMS’s EAP+Work/Life service gives managers and supervisors the guidance they need to become more effective leaders.

Lean on us for help with:

• Employee recognition and motivation

• Facilitating work/life balance

• Strengthening leadership skills

• Handling change in the workplace

• Improving communication skills

In this issue:• Handling generational conflict

• The benefits of a multigenerational team

• Managing many generations of workers

• Bringing generations together

How we help

Engaged employees can only thrive in inclusive work environments—those that value, reward, and develop employees from all generations and give them opportunities to contribute. — AARP, Leading a

Multigenerational Workforce

Understanding and adapting

In order for your organization to be successful, employees must be engaged in their work. Managers who know what makes the different generations tick are more effective in keeping them engaged. This requires a keen understanding of the different generations’ values, strengths, experiences and obstacles, as well as what management styles allow each generation to flourish. Being able to adapt your management style to their needs (within reason) can help employees feel motivated to do their best work.

Turn to HMS’s Management Assistance Program for help managing and maximizing the potential of your multigenerational team.

EAP+Work/Life

Understanding the different mindsets Employees born in different eras often have distinct outlooks that can be seen as either strengths or stumbling blocks. To manage your team effectively, it’s important to understand—and embrace—these different mindsets.

Here’s a brief overview:

• Traditionalists: Practical, conformers, dedicated, respectful of authority, hierarchy leadership

• Baby Boomers: Optimistic, driven, like/dislike authority, consensus leadership

• Generation X: Skeptical, informal, balanced, unimpressed with authority, competence leadership

• Millennials: Realistic, confident, social, ambitious, relaxed/polite with authority, “pulling together” leadership

Remember, try to be flexible with your management style in order to work well with employees of all ages.

[Sources: AARP, Leading a Mutigenerational Workforce; USDA,

Administration and Financial Management]

How do you keep your multigenerational team focused on collaboration instead of clashing? Here are some tips:

Abandon the one-size-fits-all approach. Know the general characteristics of each group—but don’t assume that every member thinks or behaves exactly alike.

Learn their motivational buttons. An older worker may want a symbol of achievement like a promotion, while a younger team member may want flexible work hours.

Encourage a dialogue about differences. This can help shed light on individual judgments and lead to building better teamwork.

How HMS can help

Our HMS Management Assistance Program offers managers many resources to help you learn more about the issues important to you, such as managing a multigenerational team. Take advantage of HMS’s telephonic or face-to-face guidance, management consultations/training, seminars/webinars, and online resources.

Resolving generational conflict

The benefits of a multigenerational team How varied perspectives can helpYou’ve surely heard the expression “variety is the spice of life.” Similarly, generational diversity can be the spice of the office! A team of employees with varied ages allows the group to have multiple perspectives.

This can help you and your team in many ways, such as:

• Idea generation. Varied backgrounds and experiences can help your team generate a wider range of new and different ideas.

• Innovation and creativity. With more ideas, there’s more potential to produce cutting edge, interesting work.

• Ability to relate. The team can relate to and better meet the needs of a more diverse audience.

• Greater market share. The team is able to gain and maintain a greater market share due to its members reflecting a multigenerational market.

• Strengthened workforce. When a multigenerational team works well together, it can help attract and retain talented employees of all ages.

Remember, you can always reach out to your HMS MAP representative for more help and advice on managing many generations of employees, and handling other important workplace issues.

[Source: AARP, Leading a Multigenerational Workforce]

[Source: Workforce Management Magazine, July, 2012]

EAP+Work/Life

Teaching and training different generations Flexible approaches work best Whether you’re conducting formal training or instructing your team on a new project, keeping both younger and older employees engaged requires a flexible approach. Each generation has its own learning style as well as preferences for feedback and communication. And a single approach may not work for everyone.

For example, younger workers tend to learn best in a relaxed environment and prefer quick, interactive sharing of information. Older workers often get more out of structured, meeting-style settings and personalized interaction.

Here are a few ways to blend learning approaches for the best results:

Mix group learning with informal self-study. In general, Baby Boomers learn better in facilitated group settings where they can share their experiences. Gen X workers often learn better on their own schedule, while Millennial employees learn by doing and through trial and error.

Keep a fluid communication policy. Boomers typically prefer that managers communicate by phone or in person while the always “plugged-in” Millennials prefer interactive-based methods like email, and instant and text messages, to stay connected.

Tailor motivating feedback. Younger employees respond best to quick, frequent feedback, conveying, “Your creativity greatly enhances our team.” Older workers resonate most with feedback that conveys, “We value your experience.”

For more ideas on how to construct multigenerational learning approaches, talk to your HMS MAP representative.

HMS’s Management Assistance Program offers resources to help you get your team to work well together, regardless of their generations. Click here to read the article “Bridging Generation Gaps.”

Get more expert-level management advice online

[Sources: AARP, Leading a Multigenerational Workforce; asse.org: “Training a Multigenerational Workforce, Understanding Key Needs & Learning Styles”]

Or visit: HealthAdvocate.com/downloads/GenGaps.pdf

Click Here to download the article

©2013 Health Advocate, Inc. HMS-EM-1301008-3NL SUMMER

Managing a multigenerational team Tips and tricks for successWhen managing a multigenerational team, it’s important to embrace the many differences between the generations. Flexibility and a strong understanding of the various generations can increase your team’s productivity.

Here’s how you can take action:

• Be flexible. Different generations have different needs. Be accommodating about learning styles, scheduling, and employees’ personal needs.

• Know your employees’ individual strengths. Find ways to help them best utilize their strengths to maximize their contributions.

• Provide opportunities for multigenerational mentoring. Every generation has unique skills, and they can all benefit from learning from their older or younger peers.

• Focus more on results, less on process. This can allow employees to have flexibility regarding how they prefer working.

• Having trouble adapting your management style to accommodate varied generations? Consider taking classes to help you gain a more adaptable approach.

Remember, you can get additional assistance and information about managing a multigenerational team by speaking with a HMS MAP representative.

So different—yet so the same Similarities exist between the four generationsA flexible approach may be best when managing your employees of different generations, but don’t forget that these groups also share some similarities, too. Some aspects of work—particularly when it comes to the basic things that make employees happy—appear to transcend generational boundaries.

For example, when it comes to the essential tenets of an attractive workplace, workers of all generations appreciate a fair wage, good benefits, job security, and a safe work environment. Ensuring that your workplace fits these expectations can help keep employees of all ages content.

Looking to keep your employees even happier? Recent Randstad studies indicate that the top engagement activities for all age groups were bonuses and promotions for high performers as well as flexibility with schedule and/or working arrangements.

Want to learn more about what makes employees of varied generations tick? Consider calling your HMS MAP representative for helpful strategies and ideas.

[Sources: Southern Area Consortium of Human Services/The Academy of Professional Excellence, 2007; Randstad Engagement Index, 2012.]

EAP+Work/Life

Want expert help? Call us at 800.343.2186 hmsincorp.com