Understanding Generational Differences on Your Team
Posted May 28th, 2019
Workplaces are increasingly becoming generational melting pots. Many companies have at least four generations represented in their staff, while some even have five among their ranks. While having so many age groups present can be incredibly beneficial, it can also create challenges if the generations do not understand one another.
While each employee is unique, certain generational standards may impact how they think and react in certain situations. If you want to respect the generational differences on your team, here are some tips to get you started.
Feedback Isn’t One-Size-Fits-All
Not all generations want feedback delivered in the same way. Usually, Traditionalists and Baby Boomers appreciate a more formal process, such as an annual performance review. Gen X prefers feedback to be more frequent, and commonly prefer it to be tied to a recent achievement. Millennials and Gen Z are both used to instant access to information, so incredibly frequent feedback even if there is no new progress is often necessary.
Ideally, managers need to have a flexible approach when it comes to feedback. Scheduling formal reviews annually or twice a year can help older generations remain on target while integrating less formal options on a monthly schedule could appease younger generations. Worst case, talk to your team and discuss their feedback needs, then create an approach that aligns with each person’s preferences.
Let Go of Negative Stereotypes
Each generation is saddled with its fair share of stereotypes, and not all of them are positive. Some consider Baby Boomers to be too rigid or assume they are technology averse. Millennials were branded as job hoppers and are often viewed as rebellious.
In reality, many Baby Boomers welcome new technology, and what is seen as being rigid is actually respect for traditions. Millennials may be open to changing employers because they want to learn, grow, and advance, so they will often stick with a company if they can accomplish those tasks without making a switch. And nearly every generation was labeled as rebellious by the generations that proceed them, so this is just part of that cycle.
Often, the negative stereotypes are based more on assumptions than facts, or at least on a misinterpretation about the person’s actions or perspective. Before you allow a negative stereotype to dictate how you feel about a worker or how you treat a team member, consider that it may not be an accurate reflection of your employee and that the situation may not be what it seems.
Additionally, it is important to recognize that many workers across all generations have similar goals. They want an employer that values their contributions and compensates them fairly. Progressing in their career is also a common goal, as well as working for a company that they believe in and can trust. While they may use different techniques to pursue their goals, understanding that many workers are not all that different can go a long way when it comes to bridging the generation gap.
For More Advice, Contact Bayside Solutions
If you would like to know more about navigating generational differences on your team, the professionals at Bayside Solutions can help. Contact us to speak with one of our knowledgeable staff members today and see how our generations in the workplace expertise can benefit you.
