The working population is growing as people live longer and choose to retire later, and the current employment workforce is now made up of five generations.
We are seeing baby boomers working alongside Gen Z, both generations apart with differing needs and priorities, and with this generational diversity comes the need for versatile leadership approaches.
I have found it incredibly important to embrace different generations within the workplace, as each bring different perspectives, skills, and experiences, however it cannot be a one size fits all approach to ensuring job satisfaction. It is important to consider how you can attract different generations, but also retain talent and support growth.
In recent years flexible working has been at the forefront of conversations, and this is hugely important for supporting different generational needs. While the younger generations have known nothing else, they may expect a level of hybrid working to support work life balance, and this can be vital for attracting talent to your business.
For other generations, there may be other factors encouraging the need for flexible working; whether it is supporting elderly parents, raising families, or moving home. As a business leader, I have found it hugely important to regularly communicate with employees to understand their needs outside of work, which in turn can lead to talent retention. Having structures in place which support flexibility, whether it is compressed work weeks, temporary, part-time or hybrid working are all important to support employees.
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