How can employers balance the priorities of seasoned employees with those just entering the workforce?
HR leader Lori Neal shares her strategy for accomplishing this and other current workplace challenges impacting generations differently, by implementing a “visibility-first” approach and robust employee engagement initiatives. Neal is senior vice president of human resources at Ontellus, a Houston-based procurer of billing records and claims-related data services.
How can employers best adapt to a workforce with growing numbers of young workers while juggling those with institutional knowledge?
There are so many ways that organizations can adapt to a youthful workforce while still engaging with more experienced employees. Employers need to focus on shared needs such as flexibility, value-driven work and collaboration.
Younger workers seek out organizations that offer meaningful professional development opportunities combined with leading-edge technology.
On the benefits side, they value companies that support work/life balance and flexibility, all while remaining committed to diversity, equity and inclusion. The challenge is for companies to provide meaningful avenues that keep all employees engaged.
Flexible work environments appeal to both younger workers as well as more tenured workers. For younger employees, a lack of remote or hybrid work options can often be a deal breaker, so it is important to find ways to integrate these flexible options into the organization. Tenured employees also appreciate and reap the benefits of flexible work arrangements, which allows them to focus on personal endeavors.
To attract and retain younger workers, it is critical to provide clear developmental pathways and opportunities, so they see a roadmap for career advancement within their industry. Establish career development programs that foster a sense of camaraderie between younger employees and tenured employees and provide opportunities for knowledge transfer across different experience levels.
This can be accomplished through mentorship programs and creating a safe space for collaboration, empowerment and innovation. Another way this can be accomplished is by promoting team projects and focus groups that blend employees from diverse backgrounds and experience levels.
Encouraging a continuous improvement mindset by upskilling tenured employees on the latest technology can drive engagement on both ends. Or better yet, establish a reverse mentorship program where younger workers can help develop more experienced colleagues.
Regardless of career longevity, most workers appreciate the same values: a company that supports a work/life balance, invests in their professional development and listens to their needs.
How has remote work impacted generations differently?
Each generation has been impacted by remote work. Whether it influenced their exposure to the workplace, degree of technological savviness, place in career span and personal perspectives.
Employers must find ways to adapt to these unique challenges and strive to implement effective strategies that embrace the diverse needs of their multi-generational workforce. This includes providing appropriate training and technological support, fostering meaningful moments of collaboration and offering flexible work options that accommodate different lifestyle preferences and responsibilities.
Gen Z, in particular, may struggle with how to navigate organizational life, especially when their only work experience is through the lens of fully remote work. It may be difficult to make connections with other coworkers or identify with the organization’s culture and values. Because of this, gen Z may feel more isolated and worry about missed developmental opportunities.
On a more positive note, being digital natives, they are well prepared for life as a remote worker and perfectly comfortable in virtual settings. They should take advantage of virtual networking and attend in-person social or networking events if there are opportunities offered.
Compared to the youngest generations, the baby boomers had a steeper learning curve regarding embracing virtual technology and remote work life, which may have also led to feelings of isolation and lack of engagement—particularly when transitioning from decades of in-office work to a fully remote environment during the pandemic shutdowns. However, many have quickly adapted and have embraced the greater work/life balance, which has provided opportunities for personal pursuits and in some instances caregiving responsibilities.
Gen X, while not digital natives, were quicker to adapt to remote work technologies. Virtual meetings and embracing remote work environment alike. Adept at working autonomously and independently, they appreciate increased productivity while also enabling them to juggle family life with career demands. Many in management and leadership roles also had to adjust to leading and engaging a remote team, which presents its own unique set of challenges.
Millennials most staunchly desire fully remote work arrangements were quick to adapt and 100 percent remote work more so than other generations. For millennials, saving time and expenses by commuting are great benefits. Working from anywhere is highly attractive and offers flexibility to enable relocating to affordable places to live to accommodate young growing families.
How can a visibility-first approach and employee engagement initiatives transform a workplace environment for the better?
Implementing a visibility-first approach and robust employee engagement initiatives can transform a company dynamic. This transformation can lead to higher employee engagement, and a stronger personal connection to the company.
Creating and maintaining company core values is critical to the success of a visibility-first approach. Engraining core values into an organization’s culture is easier said than done. It requires day-to-day dedication from all employees, especially leadership. Public recognition for those who embody the core values is critical. Gaining buy-in in from detractors can be challenging, but steadfastly reinforcing the values and expectations can transform them.
Communication and feedback are critical to this endeavor. Ensure employees feel their opinions are valued by involving them in focus groups and collaboration sessions. Town hall meetings are an effective platform to share on-going initiatives, success and challenges that a company is currently experiencing. Explaining the rationale behind decisions promotes transparency and can assist in adoption and promotion of changes.
Engagement surveys can shed light on areas for improvement, and employers should act on this feedback. For example, focus on two-high priority initiatives, build strategies around them, measure improvements year-over-year. It is important to publicly share the success of these changes and to thank employees for their ideas and feedback, which help make the company a better place to work.
What is the importance of a cross-collaborative culture spanning levels—weaving mentorship and DEI programs into organizational priorities?
DEI and mentorship programs are vital to an organization’s success. Cross-collaborative programs cannot be overlooked. At Ontellus, these programs are staunchly supported and driven by the highest levels of leadership. This support has significantly impacted the success and acceptance of these programs among our employees and has enriched our culture.
For example, last year we created a pilot mentorship program focusing on early career high potential women in our organization. In the small pilot group, we had several promotions and a near 100 percent employment retention rate. Based on employee interest and feedback, we expanded the program to all employees to be more inclusive.
It has been truly rewarding witnessing the relationships and connections that have developed. During final presentations, it was clear that both mentees and mentors gained valuable insights and mutual appreciation.
DEI is more important now than ever. A robust employee-driven committee can achieve remarkable success. Monthly recognition and education have sparked meaningful conversation and mutual respect among our employees. Employee spotlights, whether it be for Pride, Black History Month or Hispanic Heritage month, have been extremely well received.
Beyond a committee, collaboration across various levels and departments brings together diverse perspectives. Drive inclusivity through core values and ensure leadership leads by example.