How do you manage different generations of workers?
Managing different generations of workers can be a challenge for any talent manager. Each generation has its own preferences, values, expectations, and motivations. How can you create a harmonious and productive work environment that caters to the diverse needs of your employees? Here are some tips to help you bridge the generational gaps and leverage the strengths of each cohort.
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Adeline Tiah 謝善嫻I Help Leaders Accelerate Their Future Readiness and Find Joy in Their Next Chapter | REINVENT Coach | ICF PCC | Board…
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Tammy PerkinsChief People Officer at ProService
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Christopher LindLiving at the Intersection of Business, Technology & Human Experience | Workplace Transformation | Devoted Husband and…
The first step to managing different generations of workers is to understand the differences between them. Generally, there are four generations in the workforce today: Baby Boomers, Generation X, Millennials, and Generation Z. Each generation has been shaped by the historical, social, economic, and technological events of their time. For example, Baby Boomers tend to value loyalty, stability, and authority, while Millennials tend to value flexibility, collaboration, and feedback. By recognizing the different perspectives and experiences of each generation, you can avoid stereotypes and appreciate their unique contributions.
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In my experience, we need to aware of the unconscious bias and stereotypes. This will go a long way in better collaboration. With a multi-generational workforce, conflicts are bound to happen. The ability to manage conflicts and expectations is equally important. Constant communications is important to support better understanding. Leaders also need to learn to harness diversity from different generations as each bring a different perspectives.
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Different employee engagement and collaboration styles are necessary for future workforce composition. The future workforce will lead to more diversity with different generations (Boomers, Gen X, Millennials, and Gen Z) together. Engage different styles, capabilities and ways to connect employees through employee experience. Managing for inclusion and leveraging different skills matters. Challenge the old ways of thinking through intentional action and learning experiences.
The second step to managing different generations of workers is to communicate effectively with them. Each generation has its own preferred communication style and channel. For example, Baby Boomers may prefer face-to-face meetings or phone calls, while Generation Z may prefer text messages or instant messaging. To communicate effectively, you need to adapt your style and channel to suit the preferences and expectations of your audience. You also need to be clear, respectful, and inclusive in your messages. Avoid using jargon, slang, or acronyms that may confuse or alienate some generations.
The third step to managing different generations of workers is to provide feedback and recognition. Each generation has its own expectations and preferences for feedback and recognition. For example, Generation X may prefer direct and constructive feedback, while Millennials may prefer frequent and positive feedback. To provide feedback and recognition, you need to tailor your approach and frequency to suit the needs and desires of each generation. You also need to be specific, honest, and timely in your feedback and recognition. Avoid using generic or vague praise or criticism that may lack impact or meaning.
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Some leader take the "velvet hammer" approach to delivering feedback. Others may call it the "sandwich" but whatever you call it, the formula is the same. Feedback on something good you noticed, then an opportunity for improvement, followed by another positive. This approach works across generations because it recognizes both strenghts and opportunities. This is most effectively done in one on ones, not in the moment.
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Taking time to have one on ones with team members allows you to provide a continuous feedback loop for the members who report to you. This also allows you to grow that feedback and positive communication into strategies that help your team members grow and learn. This information can then morph to align with the company so your team members can start to see the big picture in where they fit in the whole puzzle
The fourth step to managing different generations of workers is to offer flexibility and autonomy. Each generation has its own work-life balance and career goals. For example, Baby Boomers may value stability and security, while Generation Z may value variety and innovation. To offer flexibility and autonomy, you need to provide options and choices for your employees to customize their work schedules, locations, and tasks. You also need to trust and empower your employees to make decisions and take ownership of their work. Avoid imposing rigid or uniform rules or policies that may limit or frustrate some generations.
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Remembering that flexibility and guidelines often go hand in hand. Depending on the industry there may be more flexibility in the role, and the same with autonomy. For team centered careers, businesses and professions there will need to be more collaboration and for many this is just as important
The fifth step to managing different generations of workers is to encourage collaboration and mentoring. Each generation has its own skills, knowledge, and insights that can benefit the others. For example, Baby Boomers may have valuable experience and wisdom, while Generation Z may have fresh ideas and digital savvy. To encourage collaboration and mentoring, you need to create opportunities and platforms for your employees to interact, share, and learn from each other. You also need to foster a culture of respect, appreciation, and curiosity among your employees. Avoid creating silos or cliques that may isolate or exclude some generations.
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Leverage reverse mentoring as a shared learning opportunity. It’s not only senior professionals who have important insights to share. Reverse mentoring allows Gen Z to share their unique skills with more seasoned colleagues, including technological fluency and innovation.
The sixth and final step to managing different generations of workers is to celebrate diversity and inclusion. Each generation has its own identity, personality, and values that enrich the workplace. For example, Generation X may have a strong sense of independence and pragmatism, while Millennials may have a strong sense of purpose and social responsibility. To celebrate diversity and inclusion, you need to acknowledge and embrace the differences and similarities among your employees. You also need to promote a sense of belonging, engagement, and empowerment among your employees. Avoid making assumptions or judgments that may offend or marginalize some generations.
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I’d caution organizations to avoid labeling any talent efforts with generations. While there are considerations you should take into account based on diverse stages of life, making broad brush assumptions about any category is dangerous. To balance things, deconstruct challenges down to the core outcomes. When you do, you’ll find people have more in common than initially presents. Where it diverges is how people see achieving those outcomes. When you approach it this way, you can unite folks around the shared outcomes and encourage people to bring different ways to achieve them. When providing greater autonomy, employees can gain diverse perspectives while discovering new ways to accomplish their shared goals.
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I'm with Christopher Lind on this. Growing up, my best friend was Jay. Jay's mom and dad were of the same generation as mine and grew up in the U.S. His great-grandparents came from Ireland and Germany as did mine. His family still thought that Cains made the best mayo and mine were dedicated to Hellmans. I start with Purpose and look for people who share commitment to one Purpose. That leads to Values, values that enable fulfillment of Purpose. Values leads to desired future outcomes, Vision. A set of Mission Objectives are then set to realize elements of Vision. At this point, I join Christopher "gain diverse perspectives while discovering new ways to accomplish their shared goals."
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