Managing a Multi-Generational Workforce
summary
Workforce composition is already roughly 50% Millennials + Gen Z and moves to about 75% by 2025, so actionable steps matter: implement reverse mentoring and coaching, offer horizontal promotions and short stretch assignments, allow personal devices while holding people accountable, and give continuous feedback framed as: state the issue, explain why it matters, and prescribe how to improve. Claims: flexibility and rapid development top younger workers’ priorities; tools that cost little—informal mentoring, clear feedback rhythms, and role experiments—drive retention and reduce generational conflict.
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chapters (11)
- 0:00Start
- 1:07What Do Millennials and Gen Zed Want
- 2:05Reverse Mentoring
- 2:45How Do You Implement a Reverse Mentoring Program
- 5:17Flexibility in the Workplace
- 6:28How Do We Engage Millennials and Gen Z at Work
- 8:09The Reception of the Feedback
- 11:53Who Should Change
- 19:11The Generational Challenges
- 20:52How Do You Motivate Gen Z
- 22:56How Can They Effectively Lead Multi-Generational Teams
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