7 ways People First helps HR lead a multigenerational workforce

With people now working later in life, there’s a potential age difference of 50 years between the youngest and oldest employees in the workforce. Every generation brings their own perspectives and skills to the table, and this diversity does make a team more innovative, but it can also cause tension. 

A unified HR platform is a great way of connecting every employee, no matter their age. Let’s take a look at how People First can foster a collaborative environment and engage employees from across the generations. 

1. Giving recognitions 

Connecting every generation in the workforce takes mutual respect and acknowledgement that everyone brings something to the table. The ability to post recognitions in People First enables this acknowledgement by allowing employees to celebrate their colleagues’ exceptional performance and behaviours.

Everyone wants to be acknowledged for their contributions, but recognitions can be particularly helpful for junior employees to know they’re on the right track and making a difference in their organisation. To get recognition from a more senior employee shows they’re valued and heard at work, which will motivate them and boost morale. 

2. Building communities 

Employees from different generations may have varying expectations or values, but they can always find hobbies in common. People First has the option to build communities, helping to connect employees from different age groups that have similar interests.

From book clubs to football clubs, People First communities break down silos by showing employees from different age groups that they might have more in common than they think.  Finding common ground helps to bridge the gap between the 17-year-olds and the 70-year-olds in the workplace, making it easier for them to collaborate. 

3. Learning and development opportunities 

With People First, employees can take charge of their own learning and development by researching and registering for courses they’re interested in. Organisations who view training as an investment may think investing in younger employees’ development will ultimately deliver a greater return. This may be true, but it’s important to remember that, on average, older workers are more likely to stay with you for longer, so it’s just as valuable to invest in their training to ensure that top talent stays with you.   

When HR leader Zena Hall joined us for a webinar on multigenerational working, she noted that, “When we look at the younger generation, one of their key values is learning and development. It’s not necessarily just professional development; they’ve got a big need and want for personal development too”.

Generation Alpha will bring this expectation with them when they enter the workforce. As the most educated generation in history, they’ll want digital learning content at their fingertips and look for a company with a lifelong development culture. Investing in a platform like People First is an excellent way of futureproofing your talent management strategy and making sure that you’re ready to attract and retain this generation. 

4. Holding check-ins

Within People First, managers can schedule check-ins with their employees and document their monthly progress. Generally, check-ins are a useful communication tool between a manager and their direct report, but they’re particularly useful when you have a manager who is younger than their direct report.

Sometimes this age difference can generate friction, leaving both parties feeling undermined. Continuous two-way interaction and regular check-ins help to open up the dialogue and keep any issues at bay. 

5. Social media-inspired design 

People First’s social media-inspired design helps drive communication and strengthen bonds across your organisation. Personal profiles, newsfeeds and post engagement are features that employees from every generation are already familiar with, making it an intuitive and user-friendly platform. 

6. Cloud-based software 

People First is cloud-based and can be accessed anytime, anywhere, accommodating for hybrid or remote working. Generation Z and Millennials tend to value flexibility and working from home, but this style of working can ultimately leave them isolated from company culture. With People First, you can ensure that all employees are up-to-date and engaged with what’s going on in your organisation, whether they’re remote or in the office. 

7. Match and gap approach to skills 

People First’s match and gap approach to succession planning allows you to identify a skill gap in your organisation and match it with an employee who could fill the requirement. It’s key for recognising talent in the next generation and supporting internal mobility. This is particularly useful when managing employees from younger generations, who tend to reject traditional hierarchies and opt for lateral career movements instead. 

Ready to learn more? See what People First can do for your organisation.