{"id":173,"date":"2019-08-29T09:00:20","date_gmt":"2019-08-29T13:00:20","guid":{"rendered":"https:\/\/www.wework.com\/sv-SE\/ideas\/?p=173&preview=true&preview_id=173"},"modified":"2020-09-03T11:56:57","modified_gmt":"2020-09-03T09:56:57","slug":"how-to-embrace-generational-diversity-in-the-workplace-and-gain-a-competitive-edge-from-it","status":"publish","type":"post","link":"https:\/\/www.wework.com\/sv-SE\/ideas\/workspace-solutions\/case-studies\/how-to-embrace-generational-diversity-in-the-workplace-and-gain-a-competitive-edge-from-it","title":{"rendered":"S\u00e5 hanterar du olika generationer p\u00e5 arbetsplatsen\u2014och vinner aff\u00e4rsf\u00f6rdelar p\u00e5 kuppen"},"content":{"rendered":"\n

Om festen verkar tappa fart har alla dj:ar ett knep: de s\u00e4tter p\u00e5 en remix. \u201dDet f\u00e5r alla att dansa igen. De \u00e4ldre k\u00e4nner igen originall\u00e5ten medan de yngre dras till de nyare stilar som mixats in\u201d s\u00e4ger Lindsey Pollak, expert p\u00e5 millenniegenerationen och flergenerationskonceptet. Det var det som var inspirationen till titeln p\u00e5 hennes senaste bok The Remix: How to Lead and Succeed in the Multigenerational Workplace<\/a>. <\/em>\u201dParalleller kan dras \u00e4ven till arbetsplatsen. Alla generationer har olika erfarenheter, olika energi och bidrar med olika kunskaper till mixen.\u201d\u00a0
<\/p>\n\n\n\n

Pollak fann att f\u00f6retag som aktivt hoppade p\u00e5 trenden att anst\u00e4lla unga medarbetare\u2014t\u00e4nk huvtr\u00f6jor och pingisbord\u2014upplevde en b\u00e4ttre relation till kunder och m\u00e4nniskor fr\u00e5n alla generationer, och fick en \u00f6kad innovation och snabbare probleml\u00f6sning. Siffrorna bekr\u00e4ftar det: Enligt studien 2018 Randstad Workmonitor<\/a> f\u00f6redrar 86 procent av alla anst\u00e4llda globalt att arbeta i team som best\u00e5r av flera generationer, f\u00f6r att f\u00e5 \u00f6kad innovation och kreativitet. Och nu finns det fler m\u00f6jligheter \u00e4n n\u00e5gonsin tidigare att anst\u00e4lla fr\u00e5n olika generationer: Amerikaner \u00f6ver 65 har den h\u00f6gsta syssels\u00e4ttningsgraden p\u00e5 \u00f6ver 50 \u00e5r och \u00f6ver en kvarts miljon amerikaner \u00f6ver 85 \u00e4r fortfarande aktiva p\u00e5 arbetsmarknaden.\u00a0<\/p>\n\n\n\n

Vilka generationer finns p\u00e5 arbetsmarknaden?<\/strong><\/h2>\n\n\n\n

Det finns sex generationer av kunder och medarbetare:\u00a0<\/p>\n\n\n\n

  • Traditionalister (f\u00f6dda mellan 1928 och 1945): <\/strong>Lojala, formella och stolta.<\/li>
  • Baby boomers (f\u00f6dda mellan 1946 och 1964)<\/strong>: Sj\u00e4lvcentrerade, optimistiska och t\u00e4vlingsinriktade.<\/li>
  • Generation Jones (f\u00f6dda mellan 1955 och 1965):<\/strong> Anpassningsbara, \u00f6ppna och klarar av att balansera idealism och cynism. De \u00e4r en \u201dmikrogeneration\u201d som p\u00e5verkades av de tekniska framstegen och globaliseringen under 1970- och 1990-talet.<\/li>
  • Generation X (f\u00f6dda mellan 1965 och 1980):<\/strong> Tekniska pionj\u00e4rer, oberoende och skeptiska. De \u00e4ldsta i generation X fick uppleva 1980-talets v\u00e4xande ekonomi och gruppen som helhet tog sm\u00e4llen n\u00e4r it-bubblan sprack under den senare delen av 90-talet.<\/li>
  • Millenniegenerationen (f\u00f6dda mellan 1981 och 1996): <\/strong>Teknikberoende, syftesdrivna och uttrycksfulla, d\u00e5 de blev vuxna i en tid med mobiltelefoner och wifi.\u00a0<\/li>
  • Generation Z (f\u00f6dda 1997 och senare): <\/strong>F\u00f6rsiktiga (de blev vuxna under finanskrisen 2008 och dess efterdyningar och m\u00e5nga k\u00e4mpar med att betala tillbaka stora studiel\u00e5n), m\u00e5ngsidiga och tekniskt kunniga. De \u00e4ldsta i den h\u00e4r generationen \u00e4r bara i b\u00f6rjan av sina karri\u00e4rer.\u00a0<\/li><\/ul>\n\n\n\n

    Genom att f\u00f6rst\u00e5 att kunder och medarbetare tillh\u00f6r dessa generationer kan du ut\u00f6ka ditt n\u00e4tverkande och sociala umg\u00e4nge.<\/p>\n\n\n\n\n\n

    Fem s\u00e4tt att hantera generationsm\u00e5ngfalden p\u00e5 arbetsplatsen<\/strong><\/h2>\n\n\n\n

    Pollak f\u00f6resl\u00e5r f\u00f6ljande \u00e5tg\u00e4rder f\u00f6r att uppmuntra generationsm\u00e5ngfalden\u2014och f\u00e5 ut mesta m\u00f6jliga av den.\u00a0<\/p>\n\n\n\n

    1. Ge inte \u00e5lder n\u00e5gon betydelse<\/h3>\n\n\n\n

    \u201dM\u00e4nniskor kan vara k\u00e4nsliga n\u00e4r det g\u00e4ller deras \u00e5lder, s\u00e4rskilt n\u00e4r de intervjuas f\u00f6r ett jobb av n\u00e5gon som \u00e4r yngre\u201d anm\u00e4rker Pollak. Om du blir intervjuad f\u00f6r ett jobb, eller om du intervjuar n\u00e5gon, undvik sk\u00e4mt som \u201dJag har arbetat med det h\u00e4r sedan innan du f\u00f6ddes.\u201d Det g\u00f6r inte bara den andra personen obekv\u00e4m, utan g\u00f6r det ocks\u00e5 sv\u00e5rare att hitta vad ni har gemensamt. Ja, det \u00e4r m\u00f6jligt att du har m\u00e5nga \u00e5rtionden av erfarenhet j\u00e4mf\u00f6rt med den andra personen, men det kan \u00e4ven vara s\u00e5 att ni har v\u00e4ldigt lika bakgrunder. Hitta det ni har gemensamt.\u00a0<\/p>\n\n\n\n

    2. Kom ih\u00e5g: Irritation har ingen \u00e5lder<\/h3>\n\n\n\n

    Det kan k\u00e4nnas frestande att skylla en kollegas irriterande beteenden\u2014som sms-spr\u00e5k i formella e-postmeddelanden, eller vana att ringa ist\u00e4llet f\u00f6r att anv\u00e4nda Slack\u2014p\u00e5 hans eller hennes \u00e5lder. Men detta handlar mer om personliga preferenser, menar Pollak. \u201dIst\u00e4llet f\u00f6r att utg\u00e5 fr\u00e5n att andra inte kan f\u00f6r\u00e4ndras, har du tv\u00e5 val: Antingen accepterar du beteendet eller, om det verkligen p\u00e5verkar ditt arbete, hj\u00e4lper du din kollega genom att visa vad som \u00e4r l\u00e4mpligt och f\u00f6resl\u00e5 en l\u00f6sning.\u201d Om du till exempel k\u00e4nner dig f\u00f6rvirrad av din kollegas sms-spr\u00e5k, tala om det och visa Gmails f\u00e4rdiga svar f\u00f6r snabbmeddelanden.<\/p>\n\n\n\n

    3. Anv\u00e4nd flera kommunikationsfl\u00f6den<\/h3>\n\n\n\n

    N\u00e4r du arbetar i milj\u00f6er med flera generationer p\u00e5minns du om att du har med individer att g\u00f6ra p\u00e5 ditt arbete, s\u00e4ger Pollak. T\u00e4nk p\u00e5 flera olika s\u00e4tt du kan kommunicera ditt meddelande p\u00e5: Vissa f\u00f6redrar sociala medier, vissa en podcast eller YouTube, medan andra hellre l\u00e4ser online eller f\u00e5r ett e-postmeddelande. \u201dDet handlar inte om att skicka brev till n\u00e5gon bara f\u00f6r att de \u00e4r \u00f6ver 50, det handlar om att f\u00f6rst\u00e5 att alla kanske inte vill ta emot information p\u00e5 samma s\u00e4tt som du.\u201d Genom att anv\u00e4nda flera olika kommunikationsfl\u00f6den, b\u00e5de internt och externt, kan du bidra till en inkluderande f\u00f6retagskultur.<\/p>\n\n\n\n

    4. Skapa ett starkt introduktionsprogram<\/h3>\n\n\n\n

    N\u00e5got av det b\u00e4sta med en arbetsplats med flera generationer \u00e4r att du slipper h\u00f6ra \u201ds\u00e5 har vi alltid gjort\u201d. Men f\u00f6r att kunna g\u00f6ra det m\u00e5ste du vara tydlig med hur du vill att arbetet p\u00e5 ditt kontor ska utf\u00f6ras. Ist\u00e4llet f\u00f6r att anta att alla redan kan anv\u00e4nda Google Suite eller Slack, fundera p\u00e5 om du beh\u00f6ver ha en introduktion f\u00f6r att l\u00e4ra nyanst\u00e4llda hur ditt <\/em>f\u00f6retag anv\u00e4nder dessa verktyg. Du kan ocks\u00e5 anv\u00e4nda dig av goda exempel f\u00f6r att demonstrera rutiner p\u00e5 arbetsplatsen\u2014anv\u00e4ndbara e-postmallar, s\u00e4ljtr\u00e4ning, m\u00f6jlighet att g\u00e5 bredvid en erfaren anst\u00e4lld\u2014alla dessa \u00e5tg\u00e4rder bidrar till att snabbt introducera nyanst\u00e4llda utan att n\u00e5gon beh\u00f6ver k\u00e4nna sig \u201df\u00f6r gammal\u201d eller \u201df\u00f6r oerfaren\u201d.<\/p>\n\n\n\n

    5. Granska ditt privatliv<\/h3>\n\n\n\n

    \u201dJag har uppt\u00e4ckt att de flesta inte interagerar med andra om de \u00e4r mer \u00e4n tio \u00e5r \u00e4ldre eller yngre \u00e4n de sj\u00e4lva, f\u00f6rutom sl\u00e4ktingar\u201d s\u00e4ger Pollak. Utv\u00e4rdera din egen generationsmix. Om du ser att du lider av samma generationsbegr\u00e4nsning vill Pollak uppmuntra dig att ut\u00f6ka din bekantskapskrets. \u201dS\u00e4tt dig bredvid n\u00e5gon yngre eller \u00e4ldre p\u00e5 en konferens, presentera dig sj\u00e4lv f\u00f6r en yngre eller \u00e4ldre granne. Du kommer att f\u00e5 nya perspektiv och det kan \u00f6ppna dina \u00f6gon f\u00f6r vad som saknas, generationsm\u00e4ssigt, i ditt yrkesliv.\u201d<\/p>\n\n\n\n

    Lindsey Pollak har skrivit tv\u00e5 <\/em>New York Times-b\u00e4sts\u00e4ljare och \u00e4r r\u00e5dgivare \u00e5t s\u00e5v\u00e4l unga yrkesm\u00e4nniskor som de organisationer som vill rekrytera, beh\u00e5lla och engagera dem.<\/em><\/p>\n\n\n\n

    Anna Davies har skrivit f\u00f6r <\/em>New York Times, New York, Refinery29<\/em>, Glamour, Elle, med flera, och har gett ut 13 noveller f\u00f6r unga vuxna.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

    Med s\u00e5v\u00e4l \u00e4ldre som yngre medarbetare fr\u00e4mjar du innovation, enligt f\u00f6rfattaren av en ny bok som tar upp f\u00f6rdelarna med flera generationer p\u00e5 arbetsplatsen<\/p>\n","protected":false},"author":1757,"featured_media":174,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[493,497],"tags":[31,89,88],"class_list":["post-173","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workspace-solutions","category-case-studies","tag-culture","tag-management","tag-diversity"],"acf":[],"yoast_head":"\nS\u00e5 hanterar du olika generationer p\u00e5 arbetsplatsen\u2014och vinner aff\u00e4rsf\u00f6rdelar p\u00e5 kuppen - Ideas (sv-SE)<\/title>\n<meta name=\"description\" content=\"Med s\u00e5v\u00e4l \u00e4ldre som yngre medarbetare fr\u00e4mjar du innovation, enligt 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