OMNIA Partners Blog

How the Multi-Generational Workforce Can Shape the Future of Private Procurement

Posted by OMNIA Partners on December 16, 2019


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A rapidly changing workforce, integrated with the advent of the digital era, is shifting the way procurement operates. Younger generations entering the private sector workforce are proposing improvements to current processes that questions the status quo. For the first time in modern age, five generations are present at work –Traditionalists, Baby Boomers, Generation X, Millennials, and Gen Z.

Baby Boomers are set to retire in large numbers over the next few years and they will take their experience and expertise with them. According to Pew Research Center, by 2020, Millennials are forecasted to comprise half of the American workforce and by 2025 – 75 percent of the global workforce. As this shift begins, older generations will need to ensure that the younger generations will be able to tackle private procurement’s evolving organizational landscape.

Separating Fact from Fiction

Misclassifying a group of people can stem from biased research methodology, stereotypes, and widespread labeling based on past experiences. In the workplace, this can possibly result in an organization’s loss of productivity and cause misunderstanding between employees from different generations – both young and mature.

Furthermore, when an individual is labeled based on the generation they came from, it can overshadow what they’re truly capable of. This can result in a loss of opportunity to take full advantage of all the skill sets that person could bring into the workplace – despite their age. 

Breaking Down the Barriers

“A key aspect [of a multigenerational workforce] is that different people react differently in the same situation,” said Wayne Casper, Vice President of Strategic Accounts at OMNIA Partners. “Regardless of generational differences, each person should be engaged as an individual.”

For a work environment that is rooted in diversity to be functional, it begins with leadership. One growing trend that is proving beneficial to a multigenerational workforce is a program called “reverse mentoring.” This allows younger and older private procurement professionals to learn from each other and embraces the fact that every generation has a unique set of skills to be taught and learned from the other. This creates a collaborative comradery between the generational divide.

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Changing Era Offers New Solutions in Procurement

As contracting workload increases, younger generations entering the procurement workforce are seeking for more effective and efficient solutions. Data driven procurement, implementation of technology, and innovation solutions are just some of the ways we see younger generations, like millennials, modernizing the procurement function. Perhaps the biggest advancement that younger professionals are adopting is the use of market-leading agreements through a group purchasing organization (GPO).   

The use of a group purchasing organization has been around for years but has grown in popularity overtime as a key differentiator to reduce the administrative burden of purchasing and serve as a more strategic sourcing initiative for businesses (both large and small). Younger generations embrace the benefits that utilizing a leveraged agreement can deliver, such as saving organizations time and money.  

As the younger generations start to diversify procurement teams, increased utilization of leveraged agreements is just one area where we are seeing a shift in how procurement teams operate. 

Want to read more about how the multi-generational workforce can shape the future of Private Procurement?

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Topics: Procurement, Leadership, Workforce Management

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