Loren Rosario-Maldonado, Chief People Scientist at Cultura, Inc.
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Imagine your next meeting is like a gathering of the decades. There's Jake, the 20-something Gen-Z intern who's a tech whiz; Lisa, the energetic Millennial, passionately leading the project with enthusiasm; the Gen-X manager, Mike has a knack for balance and a pragmatic approach; Susan, the seasoned Baby Boomer director with her wealth of institutional knowledge; and Robert, the Traditionalist consultant, whose rich experience and wisdom are invaluable.
From the Traditionalist to Gen-Z, we've got five unique generations, each with their own perspectives, skill sets, and work styles, all under one roof. Incredible, right? Yet, as exciting as this sounds, it could also spell potential trouble if not managed correctly. Spanning nearly seven decades, this age diversity can fuel creativity and innovation or spark misunderstanding and conflict.
Let’s dive deep into the secret of harmonizing this generational orchestra and turn your multigenerational workforce into your organization's superpower.
Respecting And Understanding Differences
Every generation brings unique values, work styles and perspectives molded by their formative experiences. For instance, our Baby Boomer, Susan, likely values loyalty, teamwork, a strong work ethic and duty. Lisa, the Millennial, values flexibility, responsibility and meaningful work, while Jake, our Gen-Z intern, values authenticity, individuality, diversity and tech-savviness.
These generational differences must be acknowledged, respected and understood to nurture a harmonious environment. When Susan sees Lisa working from a coffee shop or Jake leveraging social media for work, she should not view their approach to work as a lack of dedication but as a different work style. Susan should clarify working style expectations with Lisa and Jake early in the working relationship to ensure they are aligned. Similarly, Lisa and Jake should appreciate Susan's experience and dedication by inquiring into her work style expectations to compromise effectively.
Mastering The Art Of Communication
Communication is the glue that holds teams together, but it can become complex when different generations are involved. Traditionalists and Baby Boomers might prefer personalized and face-to-face or phone conversations. Gen-Xers may lean toward emails, while Millennials and Gen-Zers are comfortable with instant messaging and social media.
Mike, our Gen-X manager, might prefer sending detailed project update emails to the team. Instead, Lisa and Jake might like a quick instant message or a collaborative document that's continuously updated. Susan and Robert may want a short face-to-face conversation about the updates. Establishing a combination of communication methods that meet individual needs, such as digital tools and face-to-face meetings or check-ins, can help bridge this gap.
Fostering Inclusivity And Combating Stereotypes
Stereotypes can harm intergenerational relationships and must be actively challenged to foster inclusivity. For instance, Gen-Z and Millennials are often seen as entitled, Gen-X is viewed as skeptics, while Baby Boomers and Traditionalists are often perceived as resistant to change. When introducing a new tool, Jake and Lisa might assume that Susan and Robert will be resistant, while Mike may be skeptical about the team’s adaptability. Mike should include the team in the project implementation process and communicate often. Mike should also offer a private space for each member to voice their concerns to ensure their individual needs are met. Similarly, Susan and Robert shouldn't dismiss Jake's ideas due to his youth but should embrace his fresh perspective by integrating it with theirs.
Leveraging Mentorship And Reverse Mentorship
Mentorship can be a potent tool for bridging generational gaps. Older generations can share their wisdom and experience, while younger generations can offer new perspectives and tech knowledge. Susan can mentor Lisa and Jake by sharing her vast industry experience. Lisa could “reverse mentor” Susan, helping her understand the latest social media trends and how they can enhance Susan’s institutional knowledge. This reciprocal relationship can foster mutual respect and collaboration.
Adapting Management Practices
Different generations respond to different management styles and motivational factors. Traditionalists like Robert value respect and adding value to the company, while Baby Boomers like Susan value company loyalty, teamwork and duty. Gen-Xers, like Mike, value autonomy, diversity and work-life balance, while Millennials, like Lisa, crave instant feedback, and Gen-Zers, like Jake, need a supportive, collaborative and inclusive environment. To cater to these differences, Susan and Mike should strive to adapt their management style to each team member's needs.
Adapting To Gen-Xers Like Mike
Gen-Xers are known as the "latchkey" generation, often left to their own devices due to dual-income households. They value autonomy, regular feedback, opportunities for professional development and recognition for their hard work. Providing autonomy over his work, recognizing his contributions, providing work-life balance and offering regular professional development opportunities will likely motivate Mike.
Adapting To Millennials Like Lisa
Millennials have grown up in a fast-paced world where constant updates are the norm, making them crave instant feedback. Scheduling regular check-ins, impromptu feedback sessions or post-meeting debriefs will likely motivate Lisa. These don't have to be formal performance reviews—a quick chat over coffee can do the trick.
Adapting To Gen-Zers Like Jake
Gen-Zers like Jake grew up in a connected and digitally diverse world, which makes them tend to value inclusivity and collaboration. They want to be heard and included in decisions that affect their work. They also want to be part of an organization committed to doing things for the greater good. Including Jake in strategy meetings, valuing his input or asking for his opinion on new initiatives, especially social impact initiatives, can help keep Jake engaged. Furthermore, fostering a workplace culture where diversity is celebrated can help Jake and other Gen-Zers feel at home.
Wrapping Up
One size doesn't fit all when managing a multigenerational team. Recognizing and respecting each generation's unique needs and values fosters a workplace environment where everyone feels understood, appreciated and motivated to do their best. Remember that these are generalizations and distinctive preferences can vary widely. Understanding and adapting to employees’ motivators while communicating consistently and effectively is paramount to successful management.
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