HR between Millennials and over 50

Millennials, hyperdigitalized and restless youngsters enter companies and clash with Over 50, rich in experience and years in the field. This is the challenge that companies are facing all over the world but especially in Italy.

The demographic evolution has determined the appearance in the labor market of the children of the digital revolution, the so-called “Millennials”, young people perennially connected with smartphones and tablets as well as presenting a marked hypersociality (from Twitter to Facebook). Next to them, a class of workers advanced in age but still able to meet the needs of the companies in which they operate and sure of an expertise not always shared with those around them. In Europe and in Italy in particular, aging is changing a demographic pyramid in which the relationship between people of working age and the elderly favored the former. Now the current 60 is the new 30 and the pyramid is reversing. Fewer and fewer children are born and companies are forced to implement new strategies for organizing human capital. We need a “workforce” policy that takes into account the necessary recruitments capable of filling out the expenses, of attracting qualified figures, young “Millennials” but also older and more capable workers.

The nodal point is the identification of the "potential" in the staff that has been in the company for some time and is now close to retirement, identifying new solutions that maintain productivity and developing new motivation techniques. I was reading about the BMW case. They have modified a production line to accommodate older workers with simple tricks like the adoption of ergonomic seats and magnifying glasses. Other American companies have provided comfortable conditions for workers over 50 based on the climatic conditions in which the production plants reside. The HR manager of companies will have an increasingly new generation to redefine. Millennials have less willingness to compromise, they want "all at once" with a lower propensity for sacrifice than their fathers. We imagine garments in tune with their way of looking at the world, focused on digital networks and social networks unthinkable a few years ago.

Then join "the old and the new", redesigning the archetype of the world of work on the new logic according to which in 2050 there will be 4 workers for each elder.

HR between Millennials and over 50