Today’s healthcare workforce is more generationally diverse than ever before. You’re facing employees and potential hires from multiple backgrounds and experiences, and who therefore hold different career aspirations. These different points of view could cause conflicts if you don’t have a talent management strategy that celebrates them.
For instance, a millennial nurse manager overseeing a baby boomer nurse could be awkward without sympathy for the other’s perspective. But when you give your employees the tools and support they need to communicate and collaborate effectively, they can set aside generational differences and work better together to achieve your organization’s goal of high-quality patient or resident care.
Then when hiring, you need to be aware of different generations’ job seeking habits and expectations in order to reach, attract, and convince them to apply to your organization.
You can’t allow generational differences to influence your employees’ development and ability to work well together, nor your ability to hire talent. Try these strategies and recommendations to effectively recruit and retain employees from all generations.
#1 Customize Your Recruitment Marketing Strategies
Think about where potential hires go to learn about new opportunities. Millennials likely use social media and texting, and Gen Xers go to online job boards. However, baby boomers might be more receptive to emails or phone calls. Get the most out of your recruitment marketing efforts by considering various age groups’ communication preferences so you can connect with them in their preferred settings.
#2 Use Validated Assessments to Better Understand Behavior
No matter candidates’ age or background, the key to successful hiring is finding people who will fit with your organization and have the potential to grow with it in the future. Using scientifically validated behavioral assessments as part of the hiring process can help you understand how well a candidate might handle conflict and communication challenges, as well as their willingness to be a team player. When hiring employees across a broad age-range it’s important to select those who have a higher likelihood to collaborate and communicate openly.
#3 Leverage Performance Management Technology to Better Support Employees
Different generations like to receive support, feedback, and coaching in different ways. As such, it’s important to leverage technology that allows for flexible and customizable support. Performance management tools enable managers to mentor, coach, and provide feedback and recognition in a way that helps create a more communicative and collaborative work environment for everyone.
#4 Provide Flexible Learning and Development Opportunities
Offering eLearning courses and other learning and development opportunities not only provides an incentive for workers to improve and develop their skills, but it’s also a selling point for job seekers. Healthcare workers across all generations want to excel in their careers, and showing potential candidates your dedication to helping them grow can attract talent that will advance with your organization.
When it comes down to it, all healthcare workers regardless of generation want that same thing: An employer that respects their needs and helps them achieve their career goals. You can use these strategies and recommendations to make sure you’re providing your employees with the best possible support no matter their age.
Register for our webinar, “Optimize Your Multigenerational Workforce – Successful Approaches in Healthcare” to learn more.