It’s not just about Gen Z! 8 ways to keep older generations happy in the workplace

We talk so much about keeping Gen Z and Millennials happy, it seems we’ve lost sight of the older generations at work.

Who cares about keeping Gen X and Baby Boomers engaged, satisfied and excited about work?

We all should.

These two generations make up about 55% of the workforce, according to data from Johns Hopkins. And about half of them aren’t engaged.

“Many employers overlook the older worker based on assumptions that aren’t true: {They} aren’t technically savvy, won’t innovate, aren’t flexible and won’t learn,” says Kathleen Quinn Votaw, CEO of TalenTrust. “But many older workers want to learn and grow.”

Why we overlook older generations

Yet, most of what we think about and see is focused on the younger generations (and admittedly, we write about it here at HRMorning and talk about on our podcast).

“It’s common for organizations to place a strong emphasis on satisfying Gen Z and millennials, particularly when they are in the job-hopping stage of their careers,” says Dominique Farnan, author of Now Here: A Journey from Toxic Boss to Conscious Connector, and the founder of DotConnect. “This can lead to the unintentional oversight of older, more loyal workers.”

Here are the three most common reasons that happens:

• Trends and stereotypes. With reason, HR strategies often follow trends, and younger generations get the attention because they’re coming into the workplace, tend to be seen as more tech-savvy and adaptable. “Therefore, organizations may focus on them to appear innovative,” says Farnan.
• Perceived attrition risk. We often think younger employees will leave for other opportunities, so companies invest more in retaining them.
• Communication preferences. The younger generations usually prefer digital communication. And HR tech leans that way. Meanwhile, some older employees have different preferences.

But research finds that older employees are more reliable, loyal and willing to adapt. So you want to do more to retain — and even recruit — them today.

Here are eight strategies to engage Gen X and Boomers at work:

Double down on meaning

Baby Boomers and Gen X employees say they value fulfilling work more than other generations in the workplace, a McKinsey study found.

Simply put, they want meaning in their work more than other generations do.

Here’s what’s critical — the work has to be meaningful to them. You can talk until you’re blue in the face about how much their contributions mean to the company, clients and community. But if it’s not somthing they value or consider meaningful, it’s meaningless.

So, find out what’s meaningful to employees in the older generations — and work with their bosses to make sure they’re doing more of that.

Increase autonomy

Gen X is fiercely independent. There’s a good reason they’re called Gen X — they refused to be defined. They were raised with latchkeys in hand and MTV on the single screen in their homes.

They still want that independence.

“Trust is key to Xers and Boomers,” says Quinn Votaw. “Remember many of them have been working for decades and they know how to meet deadlines!”

If you collaborate with employees to identify the work that’s meaningful to them, you’ll naturally create the autonomy they crave. When they’re doing something they love or believe in, they’ll do it well.

Curb incivility

Baby Boomers are the most likely to say they experience a hostile work environment — where there’s poor communication, a lack of trust, destructive conflict and a work/life imbalance, a Wiley study found.

Obviously, you don’t want anyone to feel that way. But, considering the survey results, you’ll want to ensure older generations don’t feel they’re subjected to incivility or hostility.

For one, regularly remind everyone how to report incidents. And let them know how you ensure complaints are kept confidential and that an investigation will start immediately.

Another way to curb incivility. Make yours “an organization that recognizes contributions and promotes an inclusive work environment that values diversity in age, ideas and experiences,” says Farnan.

Increase flexibility

We know, we know: Everyone wants flexibility. But many employees in the older generations have less to lose by requesting it.

“They love working flexible hours and have had their day in the spotlight, so they often don’t push back on their bosses — they’ve been there, they get it,” says Quinn Votaw. “Provide schedules that align with your clients’ and employees’ needs. Gen X — that’s me! — want the ability to work from wherever they are and often are more productive when less micromanaged.”

Farnan suggests flexible work options, such as reduced hours, remote work or phased retirement “to accommodate their changing lifestyles and potential caregiving responsibilities.”

Give learning, growth opportunities

Older generations are still interested in learning more on the job and growing in their careers.

Support lifelong learning and development. You’ll want to give them opportunities to upskill or reskill. Even better, give them opportunities to learn about things that impact their lives now — for instance, financing college education and/or retirement, handling investments, managing care for parents or other loved ones or scaling down.

“Recognize that different generations have varying needs and preferences,” says Farnan. “Tailor benefits, communication styles, and training to address these differences.”

Offer appealing benefits

Similarly, Gen X and Baby Boomers will have different interests in health, wellness and financial benefits.

Consider implementing more wellness programs geared toward those 50 and older, mental and physical health benefits that meet their changing routine needs, and perks that reward them for staying healthy.

Amp up recruiting

Actively recruit older workers of all backgrounds. Why? Farnan says they have:

• Diverse experience. They “bring a wealth of experience and knowledge to the workplace, which can be invaluable in problem-solving and decision-making.”
• Stability and reliability. They’re usually less likely to frequently switch jobs and provide continuity.
• Mentorship capabilities. They mentor younger employees, transferring knowledge and professional growth.

“Help older workers find joy in your company and they could be your most loyal group in your workforce,” says Quinn Votaw.

Purposefully target older generations

Five keys to targeting older generations in your recruitment strategy:

• Remove age-specific language or requirements that may deter older candidates, says Farnan.
• Use platforms and job boards that older job seekers frequent.
• Actively engage with organizations focused on older worker placement such as AARP.
• Promote age diversity within the company culture to signal that older workers are welcome and valued.
• Implement age-blind recruitment practices to focus on skills and qualifications rather than age.

“By recognizing and addressing the unique needs of different generations in the workplace, organizations can create a more inclusive and effective workforce that benefits from the strengths of both younger and older employees,” says Farnan.