Many employers find managing different generations in the workplace to be demanding. The employees’ wide age range makes it difficult for the employer to unify them.
This stereotype surrounding current workforces only exacerbates the situation. Even though those stigmas may be far from the truth.
Thus, we will reveal five valuable tips to help employers manage different generations in the company.
Understanding the generation.
You must first know the different generations in your workplace to manage them. Each generation has a different work ethic and perspectives regarding job performance.
Therefore, it’s essential to understand your employees to establish effective communication and optimize their skills, which leads to productive outcomes.
Currently, there are commonly five different generations in an organization.
- Silent Generation (1928-1945): This generation is infamous as a traditionalist and primarily unfamiliar with technology. They are loyal and disciplined in their job. Moreover, they appreciate rules and working at a slower pace. They are barely present in today’s workforce due to their age.
- Baby Boomer (1946-1964): Like the Silent Generation, this generation hardly recognizes technology. They prefer job security and structural hierarchy. Many baby boomers appreciate hard work and are willing to share their knowledge.
- Gen X (1965-1980): This generation is notably independent, efficient, and flexible in working. They value personal space and complete authority over their work. Most Gen X appreciate benefits that include their family.
- Millennials (1981-1996): Millennials generation is a merger between the previous and latest generation. They are tech-savvy, flexible, great communicators, and result oriented.
- Gen Z (1997-2012): This last generation has an incredible purpose drive. They have a sense of mental awareness and are critical to the workplace. Furthermore, they appreciate work-life balance, growth, and promotion in the job.
The essential foundation in managing different generations is to avoid stereotyping. However, this factor is not easy, as people tend to judge based on their assumptions.
We are accustomed to generalizing one’s attitude, ethics, and skills based on age. However, this thing doesn’t always seem to be accurate.
The best practice to avoid stereotyping is to implement an individual approach. You can conduct a face-to-face meeting and assessment based on their performance review.
From there, you can give a proper judgment of your employees’ characteristics and decide how to proceed with that information for your company’s development.
One of the challenges in managing different generations is to find the best way to communicate with them. It’s essential to develop two-way communication with your employee.
Adjusting your style and medium in approaching your staff member can avoid misunderstanding. In this case, you can ask for their preferences. Whether it’s formal, casual, via email or direct contact.
Clear communication also creates appropriate boundaries. Employees deserve respect and appreciation regardless of their age. Therefore, they will feel much appreciated and easier to manage.
Another thing in managing generational differences is to utilize the strengths of each group.
Different age groups have different ways and various strategies to achieve their goals. This thing happens due to various experiences that each generation faces.
Hence, you can strategically place different people in a group project based on their skill set instead of their age group.
Use common ground to unite.
Rather than focusing on their age gaps and differences, you can arrange programs that promote inclusivity.
For example, you can use company values to set your mission straight and provide a collective purpose for your employees.
Moreover, understanding company cultures and values gives a chance to impact the company.
Additionally, you can arrange age inclusivity training to minimise prejudice further and establish similar perspectives in perceiving generation differences.
To summarize, there are five ways you can explore how to manage different generations in your workplace.
The first thing you can do is to know the generations working in your company. Understanding them helps you to navigate your best approach.
Another crucial thing to do is to avoid stereotyping and adjust your communication style to minimize prejudice towards different generations.
Furthermore, you can utilize each generation’s unique strengths by strategically placing them in a group project. The teamwork will encourage them to share knowledge and create a mutually beneficial relationship.
Lastly, you can unify your employees using common ground, such as promoting company values and training for age inclusivity.
Those tips can guide you to manage your employees efficiently and generate productive outcomes!
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