Companies must adjust their HR strategies, especially to meet the needs of younger employees, in order to attract, retain and motivate a multi-generational workforce, claims the HR company Hewitt Associates.
Hewitt’s advice is included in its 2007 Best Employers in Canada study, which analyzed responses from over 100,000 employees at 118 Canadian organisations to determine their level of engagement. It said the study unearthed some wide variations in what different generations are looking for in the workplace.
Older employees are far more likely to be engaged in their work than younger ones since HR programs are usually designed by and for Baby Boomers, said study leader Neil Crawford. He said it’s not surprising that many younger workers don't feel connected to their employer. “In order to drive high engagement, organisations need to listen to groups of employees that differ by age and other factors to find out what will make their work more meaningful,” he said.
Hewitt says the labour shortage will mean even more diversity in the workplace, as organisations recruit for a variety of skills and experience. “A generic approach to workplace policies is no longer appropriate,” said senior Hewitt consultant Ted Emond. “Programs must be flexible enough to allow a certain degree of customization so that employees can tailor them to meet their own priorities.”