Our Tips to Help Manage Across a Generational Divide
Posted January 26th, 2017
In some workplaces, five separate generations are represented amongst the employees on staff. Each brings a unique set of skills to the table and a range of educational and employment-related experiences. While these differences are often enough to keep some workers separated, managers are often tasked with finding ways to bring everyone together. And this is a task that can be easier said than done.
Tensions are particularly high between Millennials and Baby Boomers, the two generations that represented the largest working populations on opposing sides of the spectrum, though none of the generations are completely outside of the reach of chaos. To help make managing these unique individuals while encouraging them to become a team, here are our tips for reaching across the generational divide.
Understand Key Points of Contention
Certain workplace divides are easier to spot because they are more actively fought. This is the case with when it comes to workplace schedules. Older generations tend to favor standard workdays while younger generations lobby for flexibility. And this is one point where the approach often has to be unified to ensure tasks are managed properly.
Technology also represents a point of separation. Often, younger workers feel comfortable and confident regarding the use of newer, updated technologies while some older workers struggle to integrate these devices and software solutions into their daily lives. For example, messengers are considered a communication staple amongst Millennials and Generation Z, while Baby Boomers aren’t as inclined to make it a standard in the office environment.
Some managers also feel the larger management pipeline is fairly dry. The number of younger workers is generally not sufficient to replace those whose retirement is on the horizon. And, if shortfalls affect management-level hiring, then company functions may become increasingly stressed.
Talk to Employees Individually
As you recognize issues forming, or the effects of those already formed, take the time to discuss these points with employees one-on-one. Present your observations and ask for their input regarding what they would like to see as potential solutions. This helps you understand employee desires more thoroughly as they may more inclined to discuss preferences outside of the team environment.
Now, it is important to ensure employees understand that these discussions are informational and that there is no guarantee that all requests can be met. Instead, points will be considered, and current patterns can be identified.
Find Compatible Solutions
Not all requests can be honored while ensuring operations run smoothly. For example, employee work schedules need sufficient crossover to support team-oriented efforts, but adjustments may be possible. This could include solutions like creating core working hours where everyone is on site, but providing flexibility regarding how work is completed outside of those hours.
Similarly, avoid enforcing a single preferred communication method in favor of a more flexible approach. However, set a standard for certain critical communications that require everyone’s attention.
Often the majority of the contention is based on standing at extremes, and it is easy to become blind to the middle ground. As a manager, it is your duty to hear your employees concerns and consider how best to achieve a sense of harmony.
If you are looking for more tips regarding managing a multigenerational workforce or are interesting in finding a new employee, the professional recruiters at Bayside Staffing as available to assist. Contact us today and speak with one of our recruitment specialists for more information.
