Advice for Employers from Neil Howe

A conversation with Neil Howe: This is the last in a series of three posts from a conversation I had with Neil Howe, who is a recognized expert on generational issues.

Part I: Changes in the workforce | Part II: Misconceptions about Millennials | Part III: Advice for employers

Dan Oltersdorf: With very few exceptions, American workplaces are very diverse in age. What are some of the best ways you have seen companies make adjustments to cater to Millennial workers while still meeting the needs of Generation X, Boomers and the Silent Generation?

Howe: That's complicated and depends on the generation you are dealing with. Workforce participation is going up in the older brackets and will continue with Boomers still working and blocking advancement for the poor Xers.

You are going to see changes in each generation. Boomer issues of finding meaningful careers with corporate culture and workaholism will age into the 60 and 70 something phase of life, and xers with their pragamtism will become the midlife generation in charge and cast a very different tone to the eonomiy as the leaders of businesses.

Dan Oltersdorf: Do you have any other advice for managers and employers as they work to harness the potential and address the challenges of today's multi-generational workforce?

Howe: Look around; when it comes to young people, stay interested int heir world. A lot of Boomers and even some Xers have given up taking any interest in young people. They think they've figured it out and everything else is a continuation of that trend.

If you aren't interested in young people and don't have an open mind, looking at their world and taking some curiosity to it, you won't realize that every generation turns a corner and never does what the last generation did.

Each generation solves new problems and finds a new point of departure.

Remain curious. A lot of benefits would come from this change in attitude.

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