6 Tips for Managing 4 Generations in the Workplace
More and more generations are working together than ever before. Why might you ask? Well people are living longer, social generations are getting shorter, and the retirement age is depressingly ever-increasing.
It’s now down to today’s leaders – no matter their own generation – to match the varying expectations of these 4 generations to create workforces that are inclusive to all ages.
Not to mention it does wonders for your recruitment and retention.
So if you’re feeling a little bit lost, allow us to enlighten you with our 6 tips for managing 4 generations in the workplace.
Actually, Make that 5 Generations
There are, in fact, 5 generations still working together. It’s just worth mentioning as people in their 80s are still having an impact on the world at large (looking at you Joe Biden). Official findings from the Chartered Insurance Institute (CII) show people are working, particularly part-time, often well into their 70s and 80s.
Bearing this in mind, we’ve put together a small infographic to lay out the different generations you’ll still find in the workplace.
6 Tips for Managing 4 Generations in the Workplace
1) Avoid Harmful Stereotypes
The most important tip is to avoid stereotyping your employees based on their generation. We’re aware that we have an infographic that reinforces those stereotypes, but that’s just because it’s helpful to know the general characteristics of each generation.
Having said that, you should always treat your co-workers as individuals. Not every Millennial wants to be treated the same, and that goes for every other group too.
And don’t let members of your team fall for the same trap. For example, if you find your newly joined Gen Z employee is refusing to work with a Baby Boomer peer due to a perceived harmful stereotype, then pull them aside and let them know that behaviour isn’t okay.
2) Demonstrate Mutual Respect
Whoever is in charge of onboarding new staff will need to cement the idea that mutual respect is a workplace standard. Younger employees need to appreciate the experience and seniority of older members, while older employees will need to recognise the diverse perspectives younger generations can bring.
This, of course, should already be part of your efforts to promote psychological safety at work.
3) Teach One Another
Having a generationally diverse workforce is chock full of benefits. The biggest is that you have an untapped reservoir of diverging viewpoints, knowledge, information, and experience.
It’s down to you as a leader to bridge those gaps and encourage collaboration. Gen Z might know a lot about social media and the latest apps, but older generations have a lot more knowledge when it comes to business and people skills.
A handy way to approach this is through reverse mentoring.
4) Find Common Ground
While coming from different generations, people do still live on the same planet. They also tend to share the same goals and will most likely want their company to succeed. Finding that common ground will take a lot of listening and understanding everyone in your team.
To help you find it, you can always explore personal interests as people are bound to have something in common. You’ll no doubt find Baby Boomers who get down with the latest tech and Gen Zers who adore music from the 60s and 70s. Even more generic topics such as food and travel are sure to ignite some form of bonding among your colleagues.
5) Embrace DEI Initiatives
Gen Z is more multicultural than ever. And to make sure your co-workers from previous generations are accepting and welcoming of that fact, you’ll need to ensure your DEI (Diversity, Equity and Inclusion) initiatives are there to create a culture of belonging.
6) Encourage Openness
Encourage your staff to be open about how they like to work, particularly when it comes to methods of communication. Ask what kind of interactions feel most comfortable to them.
Older generations tend to prefer meetings that are face-to-face or over the phone as these are much more personable and more effective at building rapport. On the other hand, younger generations are more inclined towards emails and instant messaging as they’re more efficient and less taxing. Both approaches have merit, but you’ll have to help them find that sweet middle spot.
As always, compromise is the key to finding a non-judgmental middle ground. Plus, it’s a great learning opportunity for your team. For example, your staff could find a fine balance between methods of communication that instead focus on the goal of the conversation. Is it about building relationships? Or is it about a simple update that (forgive the cliché) should have been an email?!
Conclusion
And there you go! Now you’re the master of all age groups. Just kidding, of course. Learning to effectively manage the 4 generations in the workplace takes time and experience.
You’ll need to talk to and gain understanding from each group, and that includes your own. It won’t be easy, but then again nothing worth having ever is.
Not to mention that the party is going to be even more interesting once Generation Alpha (2012 and up) start entering the workforce towards the end of the decade. Especially as we haven’t come up with a load of stereotypes to brand them with yet.
If you’re looking to create more inclusive leaders at your organisation or want to improve workplace wellbeing, our services include the design of strategic curriculums and development solutions for senior-level leadership
Our programmes are data-driven, underpinned by business psychology tools, that will equip your leaders with the capabilities required to lead your organisation through change and transformation successfully. Find out how we can transform your leaders by getting in touch today!
Written by Michael
Michael Mauro is the founder of a forward-thinking organisation specialising in leadership, HR and employee development. With over a decade of global experience, Michael has become a leading voice on topics such as culture, inclusion, wellbeing, and the future of leadership.
