Plugging the Generation Gap

Psychology Today has some useful advice about what employers and managers should know and do to address generational differences in the workplace, especially as the economy recovers. Because of the impact of the recession, the article states, a large portion of Generation Y entering the workforce combined with the refusal of Baby Boomers to take retirement has dramatically shifted the combination of the workforce.

I think the same can be said for the federal government, as many have speculated that the tough economy has lessened the pinch of a projected federal retirement tsunami.

But as Baby Boomers inch closer to retirement and are replaced by Generation X and Y in the workforce, smart leaders will begin aligning jobs with the shared values of employees, which will allow Baby Boomers to scale back hours but still provide experience, the article states. Some well-known companies already are investing in job flexibility programs, alternative work schedules and intergenerational mentoring.

There also are some smart leaders in the federal government investing in similar programs, not only to retain the knowledge of the Baby Boomer workforce but to attract younger workers, who demand more job flexibility, into the federal government. What intergenerational tensions arise at your agency, and how are your leaders addressing them? Also, how is your agency working to groom the next generation of workers and leaders, especially as Baby Boomers begin to exit the workforce in the coming years?