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Gen Up: How the Four Generations Work

Date: 04 Jun 2010

Penna’s major new research, in conjunction with the CIPD, dispels some of the assumptions that employers are working on to attract and retain different age groups. Employers could be heading for conflict in the workplace and a reduced talent pool by not truly understanding the needs and motivations of the four different generations in the workplace.​

Penna and the CIPD’s respective clients and members are starting to come to terms with the reality and impact of generational diversity, and are looking for ways to benefit from the skills and motivations of different generations. We decided to help them by gaining an in-depth understanding of what individuals in the workplace want from their careers and what employers are doing to respond.​

The business case for managing generational diversity effectively is clear:

  • ​​Broader talent pools from which to recruit
  • Creativity and innovation fostered from generational interaction
  • The risk of not managing this diversity can be misunderstanding between members of the workforce, leading to conflict and disengagement.
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To take advantage of the opportunities, employers must embrace generational diversity and ensure they have meaningful people strategies and practices in place. Our study aims to add to the existing knowledge, help organisations to gain a greater understanding of their workforce and ultimately to improve business performance.​