In designing effective HR service delivery strategies for the Multi-Generational Talentforce it’s important to keep in mind that there is no single solution. The overall theme needs to be one of flexibility and choice. Certainly, programs such as cafeteria-style benefits and buy/sell vacation days appeal to all generations in the workforce at different stages in their work/life and career. Generic reward and recognition programs, such as employee of the month, have little appeal with such a diverse workforce. It’s clearly best to have a combination of generic programs and services for the entire population, as well as targeted strategies that appeal more to one generation than another.

While the Veteran population tended to work for one employer throughout their entire work career, Boomers have tended to move through three to five different employers by the time they are of retirement age. By some predictions, the Gen X’ers will have between five to 15 different employers, while the typical New Mil employee will work with 15 to 20 different companies throughout their career. This increasing job movement is a key characteristic of the modern workforce, and so HR’s role in retaining high potential and high performing employees should be one of extending the employees’ stay with the company for as long as possible.

Following are some suggested service delivery strategies that can be targeted to each workforce segment to bring greater employee engagement and higher retention.

Veterans:

• Meaningful part-time work leveraging their skills across the broader population
• Mentoring programs where they can transfer their knowledge to the younger generations
• Health, wellness, and fitness programs to keep them active and involved
• Shared office space, computers and Internet access, as available

Boomers:

• Steady, part-time work as they transition slowly out of the full-time workforce into retirement
• Mentoring programs where they can transfer their knowledge to the new generation of leaders
• Retirement planning, financial consulting, travel and vacation planning services
• Heath, wellness, and fitness programs

Gen X’ers:

• Cross-functional teams and projects that address a specific problem in the business
• Full health and welfare benefits coverage across multiple employers
• Extended onsite services, such as day care, dry cleaning, dentists to help with work/life balance
• Flexible work schedules, remote work, and time off earned through hard work

New Mils:

• Rotational job assignments and special projects that are interesting and appealing
• Support for social networking and virtual communities to foster engagement and collaboration
• Support for community services, both time off for the employee and involvement by the employer
• Broader onsite services, such as gym, massage therapists, hair cuts to support work/life balance
• Flexible work schedules, time off, reward/recognition preferences such as cash awards or time off

What service delivery strategies have you employed that have been particularly useful in managing the multi-generational talentforce? Please share them with the rest of us!