Finding Success in a Multi-Generational Workforce

Kammie Reile, National Program Consultant and Area Manager for AARP, is a guest blog author for Allied Universal.

For the first time in history we have four different generations working side-by-side. As we evolve to meet the nuances of this multi-generational workforce, it is important to recognize how this has shifted workplace demographics, recruitment and retention programs, and corporate culture. 

So what does working in, and staffing, a multi-generational workforce mean? It means taking the time to understand that each generation can be valuable to your hiring practices, management and leadership success, and your interpersonal relationships with your co-workers. 

Recognizing that every generation and every individual learns and communicates differently will allow you to build employee programs that successfully serve the needs of many.

As an example, if you supervise an employee from the World War II generation, they are likely to appreciate a manager who is direct and knows where they are going with clear job expectations. Additionally, they do not like indecisiveness or managers who are afraid to make a decision. Baby Boomers on the other hand, generally seem to like managers who take a democratic approach and exhibit warmth and caring, while managers who aren’t open to input bother them. 

Within the contract security services industry, you have the opportunity to both hire and provide services to this multi-generational workforce. 

In the past couple of years I have worked with Allied Universal to place mature workers into the security industry through the AARP Foundation Senior Community Service Employment Program. What I have learned is that, in many instances, security guard duties encompass a lot of customer service, and customer service is about relating to others. 

Security officers need to relate to others every day as they interact with the individuals who need their assistance and direction. When you build a workplace culture that respects and acknowledges differences, your business will be poised for multi-generational success.

The bottom line is that treating people with kindness and respect will never go out of style. The right workforce in the security industry is one that meet’s the security program’s individual needs. When we are open to all possibilities, we recognize there is an opportunity for professionals from all generations.

To learn more about this topic, download Leading a Multigenerational Workforce from the AARP. 

  About the Author
  Kammie Reile is a National Program Consultant and Area Manager for AARP Foundation SCSEP and specializes in working with employers interested in hiring mature workers. She can be contacted at kreile@aarp.org.