Since different generations are working in professional sectors, their needs may vary in turn. What steps would you take to meet these needs?

Being in HR mgmt with a professional company where different generations of religious faith, culture and linguistic persons want to excel his or her career then being in the mgmt of a company, has to welcome them to groom with a orientation program and make them feel good about company  by which both side get  to know each other with their strength and weaknesses which enable you to decide where to put them or the role he or she perform in a company to facilitate the  positive outcome from his or her effort in the company . This way company will have a strong growth path and in future there will be no shortage of skill manpower down the line.

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What matters as far as the organisation is concerned is the ability and performance of each individual to contribute towards the success irrespective of generations for the positions they are assigned. Their needs may be met as per their qualifications, experiences and ability to deliver. 

Every human has his own priority and goals to achieve. As a supervisor or a head, one may not able to meet every generation professional needs at a time. Communicating with these different group of people will helps to identify their needs. We have to be open to listen to their problems, pains and challenges. Analyzing their priorities will able to identify their needs and expectations in work environment.

We should take diversity in workplace as a positive factor in uniting collective ideas and hearing wisdom from talented personalities of different race and generation. What employees need during the earlier years in my opinion is the same as what our current worker's generation needs. What are those needs? They need to be recognized, rewarded, promoted and trusted, they need to be free from the confinement of the old working atmospehere which has no difference to that of a classroom but rather be given with chances to explore their talents and fulfill their values in the Company. Once these needs are met, there is no way for them to think that they are being controlled like robots in their workplace and started using Company internet to find a new job. We should know them as they build our business. What are their weaknesses and strengths. How would this weaknesses and strengths turned to an asset giving value to the Company itself. HUman Resources shpuld not fail to hiring and building a workforce that is productive by means of formulating innovative engaging training sessions to know the employees well, to address their weak points and to build them more in their strongest points. If this happens, there will be no leavers but a Company soaring high in reaching and fulfilling it's vission and mission internally and externally.

As managers, we need to be versatile and adaptable with our team members, especially if, as stated in the question, you have members from different generations. Some could be fast learners while others need a bit more attention when it comes to skills and/or work familiarization. 

It is essential for managers to dedicated time for each team member. One-on-one coaching, performance review, etc.. Get to know them better, where their strengths and weaknesses are. Are they technologically challenged? Do they have communication issues? Are they having a hard time with work prioritization? Know these things and work your way from there to help improve their performance which in turn will also add value to the company. 

As you mentioned the different generation the need will be the knowledge on the latest working methodologies. The elder people may follow the ususall legacy method of working, on the other hand the younger people is good at the latest industry methods. In this case I would often arrange for a knowledge transfer sessions between the employess to make every one inline in the working methodologies, which inturn creates a better evironment as a whole.

Some needs remain same. Earning good money, respect and work life balance. We should focus on those for employees betterment.

good coordination with each other and divide the work according to their ability. Every time you support/motivate of our team members.

Thanks

I support Shahul's answer

1) Initiate Age Group based Motivational tasks

2) Cultivate team spirit and commonly accepted work culture

3) Get the insights of the individuals and delegate the work efficiently.

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