BENEFITS OF A MULTIGENERATIONAL WORKFORCE WILL GIVE BUSINESSES A COMPETITIVE ADVANTAGE
Our guest Helen Hirsh Spence is a well-known expert in this field.
Helen is the founder of Top Sixty Over Sixty, a social enterprise that offers consulting, thought leadership and training on age inclusion.
Helen is going to tell us the benefits of a multigenerational workforce to have a competitive advantage.
She is interviewed by HELEN LATIMER , FOUNDER OF 925 RESOURCES INC, a member of the Platinum Pivot team.
Here are some of the topics that are discussed.
1. Why should a multi-generational workforce be of interest to employers? o More innovation (older workers are more innovative) o Greater productivity (older workers get the gist of things faster) o Better socio-emotional skills (older workers have better interpersonal skills) o Increased loyalty (older workers are more committed) It isn’t only the right thing to do, but research has shown that there is a huge competitive advantage—the financial bottom line improve, innovation, productivity is increased there’s a greater knowledge transfer. It’s that simple!
2. Are the differences between the various generations that great?
3. If that’s the case, why do think it’s important to talk about the multigenerational workforce now. It hasn’t really been a topic all that much.
4. Can you tell me how companies are addressing these generational preferences and shifts?
By 2026, 4 in 10 working-age Canadians could be aged 55 or over.
Effectively, there are more people aged 55-64 working than 15-24 year olds. This means that current and future workforces will be reliant on older workers.
When recruiting look at the images and language you use in ads.
Take a close look at your work arrangements.
Are they flexible?
Do you offer long term and short-term assignments?
Are Flexible hours offered?
Is Job-sharing an option?
What types of offerings are included in your benefit packages?
Do you provide for transition courses to retirement or other flex-benefit plans?
Does your business have ways to retain ageing employees to transfer important institutional knowledge?
Mentoring programs Promotional opportunities Reskilling and upskilling opportunities.
Bottom line is that combining the talents of all generations will ensure faster economic recovery and stability into the future.
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