Navigating the Multigenerational Workforce

Being prepared to navigate a multigenerational workforce requires managing diverse communication styles, adapting to varying approaches to work, and understanding various values. Recruitment and retention challenges in healthcare make strategies for managing a multigenerational workforce increasingly critical.

A recent HealthStream webinar explored the issues and provided practical and effective solutions for healthcare leaders. The webinar featured presenters: 

• Gia Milo-Slagle, Senior Director, Product Management, HealthStream
• Lisa Rothmuller, CPCS, AVP Clinical Solutions and CVO Services, HealthStream

With four vastly different generations currently represented in the workplace, what challenges are leaders facing and the best strategies for addressing those challenges?

Exploring the Generations – Understanding Their Perspectives and How They Learn and Communicate

Rothmuller began by sharing some of each group's professional characteristics, communication styles and educational preferences. 

Baby Boomers (1946-1964): This is primarily an optimistic group with a strong work ethic. While some have retired, many are and will remain, active in the workforce. They are unlikely to job hop and seek benefits and alternative work styles, such as part-time work and consulting opportunities. They value face-to-face interaction in learning, as well as regular communication and continuous learning. 

Generation X (1965-1979): This generation was very much shaped by the evolution of technology and is very comfortable using it. They are generally independent workers and value work-life balance. While they are comfortable with face-to-face communication and learning, they are also comfortable using technology to communicate. They prefer minimal supervision and short, to-the-point communication.

Millennials (1980-1994): This generation grew up during the Internet revolution and expects technology-driven processes. They often focus on their next or future role and look for ways to grow in their careers. They are comfortable with all forms of digital communication and prefer digitally supported learning tools and self-paced online education programs.

Generation Z (1995-2012): This is the first generation of digital natives. They want and expect technology to support their work and are looking for stable work opportunities that support learning and growth. They appreciate collaborative learning in conjunction with mobile, video and social learning. They also appreciate constructive feedback and are willing to invest in their skills with development, mentoring, and coaching.  

Challenges and Solutions to Managing a Multigenerational Workforce

A recent survey published by LinkedIn Talent Solutions found that 9 out of 10 professionals believe that a multigenerational workforce contributes to the success of a business, so what are the challenges to navigating the resulting issues, and how should leaders be prepared to address those issues? 

Milo-Slagle shared some of the top challenges leaders of multigenerational workforces face, along with some practical solutions.

1. The various generations will likely have differing values and priorities, which may result in relationship issues. A recommendation is that leaders be mindful of those priorities and work to create an environment where those needs are recognized and respected.
2. There are also significant differences in communication style preferences, which may mean that leaders will need to use multiple forms of communication and create communication channels to facilitate communication amongst the team.
3. Each generation has its expectations about work/life balance. Baby boomers tend to work longer hours, while millennials may expect shorter hours or more flexible schedules. Milo-Slagle encouraged leaders to create flexible work arrangements and competitive benefits packages to attract and retain workers from all generations.
4. Each group wants development opportunities. Leaders need to tailor those training opportunities to include options for face-to-face training, online courses and virtual meetings to address the education preferences of each generation.
5. Leaders should encourage a team approach to develop innovative solutions when change and innovation are required.

Introducing Technology to Support and Retain a Multigeneration Workforce

Each generation may have a different comfort level with evolving technology. Still, they all embrace technology to support their work and free up time and resources that will allow them to focus on the most critical aspects of their jobs. Milo-Slagle also noted that all generations expect technology to continue to evolve, which means that leaders need to be intentional about using a variety of approaches when introducing new or changing technology and should consider a classroom setting, independent learning tools, and shared learning or team-based approaches to meet the needs of each generation.

During the webinar, participants were encouraged to consider tools that will allow them and their teams to focus on the most meaningful aspects of their jobs. Tools such as HealthStream’s credentialing technology can better support credentialing and the onboarding experience. HealthStream’s scheduling solutions can also help retention by providing self-scheduling options and streamlined communication that will work for all generations. The solution improves safety and also enhances satisfaction and retention.