It is very pertinent in today's rapidly evolving workplace, specifically in the post-COVID-19 era. We all know that at present the workforce is so diverse in any organisation, and at least three generations are working together, and each generation has different expectations on values, purpose and challenges. Similarly, organisations have varied cultures and have the same expectations from each generation in the organisational workforce. Although it is not new, the working of multi-generations at the same time in any organisation. The surprising element in the present generation is that they are more tech-savvy. In the era of the Internet, people are connected globally, working remotely, and the adoption of technology and the obsolescence of these technologies or skills are so rapid, unlike in previous generations.

But one of these three generations, which are part of the workforce, i.e. Gen-X, is feeling suffocation and stagnation in the organisation as they are experienced and well-versed with the organisation's system and procedure, but they are not getting push in their career, and management gives preference to the new age workforce over them in career growth and skill upgradations. Therefore, it is necessary to understand multigenerational workforces and their expectations from the organisation. To achieve balanced management, one needs to maintain pipeline flow and give preference to each generation in the best interests of individuals and organisations.

1. Understanding the multigenerational workforce

Generational diversity: How to manage a workforce that includes Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings unique strengths, perspectives, and working styles.

Baby boomers - Born between: 1946-1964 (12 percent)

• Values: Stability or job security, respect, legacy / loyalty and strong work ethics.
• Motivation: Recognition; face-to-face communication; hierarchical structure.
• Leadership: Honouring experience; lucidity in directions.
• Challenges: Adapting to new technologies and a flexible work environment.

Generation X: Born between 1965 - 1980 (27 percent)

• Values: Autonomy; efficiency, work-life balance; and self-reliance.
• Motivation: Independence; ownership; comfortable with technology but prefer personal interaction.
• Leadership: Giving space; trusting delivery.
• Challenges: Balancing the demand of care for both children and ageing parents.

Millennials / Generation Y: Born between 1981 - 1996 (34 percent)

• Values: Growth, flexibility; purposeful work; collaboration, and feedback.
• Motivation: Progress; coaching; meaningful work; highly tech-savvy; digital communication; and values diversity and inclusion.
• Leadership: Transparency; coaching; show a growth path.
• Challenges: Stability in career paths and dealing with high student debts.

Generation Z: Born between 1997 - 2012 (27 percent)

• Values: Inclusion; voice; social reporting, quick feedback.
• Motivation: Being heard, trusted, and making a difference.
• Leadership: Creating safety; inviting input; digital natives who thrive in a fast-paced environment and prefer flexible work arrangements.
• Challenges: Entering the workforce amidst economic uncertainty and seeking meaningful work.
  
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