Managing the differences between employees of different generations can be challenging. While working with different generations can be beneficial for your workplace, you must learn to see each one as a unique individual. To start with, ask employees about their personal preferences. Don't make assumptions about a person's skill level based on their age. If you do find yourself relying on age stereotypes in hiring or management, speak up and challenge them. Millennials The millennial workforce is changing rapidly, and it's important to understand the needs of this population in order to make them feel at home in your workplace. For instance, millennials hate corporate hierarchies and cubicles, and they want to work on projects with co-workers instead of bosses. Millennials are more likely to stay in an organization that fosters a collaborative culture. Here are three ways millennials can benefit your workplace. The first thing to know about millennials is that they value helping other people and making a difference in the world. Almost eighty-four percent of millennials say that helping others is more important to them than professional recognition. This means that they want to work for a company that cares about society, and not just about profits. A company should have a compelling mission statement and a meaningful purpose that engages this generation. Another way to engage millennials is to offer them an employee portal that allows them to share their ideas. Many Millennials grew up using technology, and will be thrilled to use their smartphones or tablets while working. Moreover, they are comfortable with computers, so training them to use a computer might not be difficult. Encourage them to share their ideas by setting up a forum for them to share their thoughts. In this way, you'll be able to incorporate their insights into operations and make them more productive. Millennials value a work-life balance, and they prefer employers who provide career paths and ongoing education. They also don't place a high value on loyalty to a company. In fact, 75% of millennials are willing to take a pay cut if it means working for a company that values their own beliefs. Millennials are a generation that has redefined the workplace. By offering challenging projects that tap into millennials' "why" they'll feel more engaged, your workplace will see a boost in productivity. A good place to start addressing millennial concerns is with the person who will mentor them. Millennials are more interested in mentoring than in making money. This new generation wants mentorship from their managers, and they want to work with people who can mentor them. This means that how you speak to millennials may be critical in attracting and keeping them as employees. It's important to understand that millennials are not merely different from older generations. Instead, it's crucial that you focus on understanding what makes Millennials tick, so you can attract and retain the best. Generation Y Gen Yers want their bosses to be concerned about their well-being and they expect their work schedule to be flexible. They also want to feel involved in professional development. Rather than treating them like children, employers must act as a concerned coach instead of a loving parent. While it doesn't mean coddling Gen Yers, it does mean that you must learn about their needs. While they may be impatient with certain aspects of the workplace, they want to feel like they are part of a team. Gen Yers are known for multitasking, which can be detrimental to productivity. They cut their teeth on technology, which means that they're constantly plugged in. That means they're constantly checking their email, accessing information, or working on many different things at once. They're also not afraid to speak up when they see a flaw in the system. Rather than a complaint, let Gen Yers offer solutions to problems. In order to retain these workers, employers should commit to training them and keeping them happy, even during bad economic times. Some employers may want to offer sabbaticals to employees to refresh their skills. Lastly, employers should trust their Gen Y workers more and provide opportunities for further professional development. They'll do well if they are respected by their employers, as they are social creatures. Your employees' needs may be different from theirs, and you should be prepared to learn how to adjust accordingly. If you're interested in Gen Y's perspective on the workplace, read Y in the Workplace by Nicole Lipkin. The author offers a realistic view of Gen Y, which is often portrayed as rule-following conformists. However, Y in the Workplace shows that Gen Y is a generation of free-thinkers with its own values. Although Gen Y does have its flaws, the overall perspective is positive. Gen Y members are accustomed to having a more streamlined schedule. This may seem like a negative trait, but the truth is that they don't like being micromanaged or coddled. Gen Y employees simply don't want to deal with redundancy. The generation has been brought up with unlimited access to information and communication. They expect to know the truth and aren't impressed by false claims. Generation Z When it comes to talent management, there are many ways to attract Generation Z workers. This generation values flexibility and freedom. It prefers mobile technology, apps, and online services. Providing opportunities for professional growth is an important priority for Gen Z workers. These employees appreciate education and training opportunities. Consider offering tuition reimbursement and free mentoring for Gen Z employees. Consider using training apps that provide frequent feedback. Encourage mentoring and provide opportunities for leaders to become involved. Gen Z values transparency and authenticity in the workplace. Being genuine and open about your brand builds trust. Make sure your company's values, ethics, and business goals are readily available. Generation Z doesn't need to be hand-held, but they do like to be included in the decision-making process. Transparency in the workplace starts with dialogue. Communicating clearly and frequently will help employees feel invested and included in decisions that affect their lives. Gen Z workers are highly technologically advanced at the start of their job roles. Most are fluent in social media and are eager to use sophisticated programs. If your workplace doesn't have these tools, you'll be disappointed with your staff's ability to work efficiently. Stress is a major problem for Generation Z, as they are four times as likely to suffer from depression and anxiety than any other generation. According to the World Health Organization, stress costs the economy $300 billion per year. Not to mention the health problems associated with stress: fatigue, muscle tension, dizziness, and headaches are just a few of the symptoms. Gen Zers value productivity tools, so encourage them to take advantage of them. A survey by LinkedIn found that 37% of Gen Z employees find that job instability, money, and stress are their biggest obstacles to success. Encourage them to take advantage of productivity tools to increase their efficiency. If you want your workforce to thrive, make your workplace more fun and stress-free. In addition, consider implementing employee assistance programs. And don't forget to communicate openly. Generation X Millennials and Generation X employees can be difficult to work with, but there are some things you can do to attract and retain them in your workplace. Gen Xers were raised during an era of tremendous advancement, and they want to continue learning and improving their skills. To keep these employees, consider implementing flexible work hours, job sharing, cafeteria benefits, and a tolerance for different dress styles. Listed below are some tips on how to attract and retain these employees in your workplace. Employers must realize that Generation Xers have different expectations than other workers. While Millennials are more interested in work-life balance, Gen Xers are often concerned about money. Many of them came to the workforce with significant debt, partly because of rising college costs and dwindling federal grant funding. As a result, they piled up more debt in the 1990s than students in the last three decades combined. They also have a fatalistic attitude towards success. They grew up in an era of AIDS, latchkey kids, and rising violence. When designing the future workplace, consider the needs of each generation. While millennials were the focus of media attention for the last decade, Gen X is steadily making its way. These individuals value relationships and appreciate people who try their best. They are also more open to new digital tools and recognize that technology can improve efficiency and work environment. So, if you're looking to attract this group to your workplace, keep these tips in mind. Gen Xers bring their own unique set of traits and characteristics to the table. While their rigidity and reticence can present challenges, Gen Xers are the first generation to grow up in the context of work-life balance. They have been raised with plenty of time to think and do things on their own. Millennials, on the other hand, were born in the 1980s and saw a great downturn in the economy. Millennials place a high value on convenience. They value their time and money and are more likely to look for an employer with flexible work hours. Millennials also value face-to-face communication and prefer to interact with human beings than with computers. Therefore, it's important to consider the perspective of millennials and Generation X when implementing workplace changes and policies. And don't forget about the value of communication.