Multigenerational Case Study

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In the years to come, the multigenerational workforce will have a great influence on the organizational hierarchy, organizational work ethic, work style and relationships and also on the ways of managing change. The literature suggests that there will be huge impact on two specific areas of Human resource policy and employee development which are Retention and Motivation which will be result of differing perspectives and experiences, diverse motivators and strongly held attitudes. To successfully retain and leverage talent of all generations, the following changes in company culture, HR policies, Benefits and programs need to be made as suggested by studies. Every generation is either attracted or repelled by the work environment of the organization. According to the findings of an exploratory study about the dimensions of employee fit with work environments and the impact of employee job satisfaction and turnover

These can include building opportunities to discuss and interact with each other through customized training programs, providing each generation an opportunity to provide inputs into company system and policy creation. All employees want to work in an environment that supports employee growth through continuous learning and a business organization is responsible to inculcate this into their work culture. As the perception of what ‘learning’ means changes generation by generation, a company needs to constantly change and adapt to accommodate the change, through creating advisory groups consisting of employees from different generations, a company can also gain experiential knowledge on the variegated tools and methods required to inculcate