A ‘ONE-SIZE-FITS-ALL’ approach to managing the needs of workers from different generations is no longer sufficient due to significant changes in population demographics, attendees at a recent Committee for Economic Development of Australia (CEDA) conference were told
A ‘ONE-SIZE-FITS-ALL’ approach to managing the needs of workers from different generations is no longer sufficient due to significant changes in population demographics, attendees at a recent Committee for Economic Development of Australia (CEDA) conference were told.
Speaking at CEDA’s Workplace of the Future conference, LINK Recruitment general manager Jason Cartwright said that in 2005 the first baby boomer will turn 60 and three generations will share the same workplace.
However many businesses have failed to recognise that the needs of boomers, generation X and generation Y are totally different, and baby boomers are most at risk of having their needs ignored in the workplace.
“As generation X move into management positions, where they are shaping the policies and managing older staff, the needs of baby boomers are definitely at risk of being bypassed,” he said.
“It’s common sense that a 60-year-old worker has different motivations to a 25-year-old, but many businesses are burying their heads in the sand rather than being proactive and addressing different generational needs.”
Cartwright predicted generational conflict in the workplace would become even more intense in the future and a ‘one-size-fits-all’ approach to managing people is a “recipe for disaster”.
The Australian Bureau of Statistics has found that in 1971, 89 per cent of mature age men (aged 45-64 years) were participating in the labour force, which decreased to 77 per cent in 2001.
However for older men (aged 65 years and over) the rate decreased from 22 per cent to 12 per cent. At the same time, the rate for mature age women increased from 32 per cent to 58 per cent, and for older women increased slightly from 4 per cent to 5 per cent.
Noting that 85 per cent of labour force growth projected for the period of 2002 till 2012 will come from the 45–64 age group, Cartwright said businesses who ignore the unique needs of this generation will be significantly disadvantaged.
Many older workers were looking for fulfilment, a mentoring role and a less pressured work environment as they approach retirement, Cartwright said.
