How To Manage The Generational Differences In Workplace

29th July 2021

For business proprietors and administrators, managing several generations in the office is not as easy as it sounds. Each generation has its own set of ideologies, understandings, and standards, some of which match, others inconsistent. Therefore, having a clear understanding of generational differences in the office is significant.

The generational diversity in the workplace is increasing. A generation is a set of people within a specific age assortment who may have alike thoughts, attitudes, principles, etc. When every team member shares mutual knowledge concerning each generation, they can acquire to respect each other’s variances and foster constructive communication.

The Five Generations

Traditionalists / the Silent Generation

Born between 1925 and 1945, this generation grew up in mostly tough times. Thus, their experiences contribute largely to their stringent values surrounding the workplace. However, this generation played a huge role in the development of numerous companies as well as industries. Some common characteristics of this generation are - strong work ethic, extreme respect for authority, loyal, and the value for conventionality.

Baby Boomers

Born between 1946 and 1964, Baby Boomers played a vast role in the economy and were frequently the key demographic targeted in business approaches. Some common characteristics of this generation are – competitive, goal-oriented, independent, and value excellence. They mostly value high-quality goods with outstanding service.

Generation X

Gen Xers were formed by the evolution of personal computers. Born between1965 and 1980, this generation is largely more educated than earlier generations. Observed as self-confident and hardworking, Gen Xers are regularly seen as fiscally responsible. This generation is not only comfortable using technology, online recruitment and hiring tools but also are comfortable with face-to-face communications.

Generation Y / Millennials

Generation Y is commonly known as Millennials, were born between 1981 and 1996. This is the largest generation in the present workforce. As they grew up as the internet developed society thus, they're more comfortable communicating digitally than preceding generations. Some common characteristics of Generation Y in the workplace include - team-oriented, value a flexible work/life equilibrium, achievement-oriented, and value overall company culture above salary.

Generation Z

Born between 1997 and 2012, this generation has been formed by an ever-changing world of technology, politics, and standards. The generation usually comes from a variety of “non-traditional” households, including single-parent and multi-racial homes. Some common characteristics of Generation Z in the workplace include - value job security, tech-savvy, autonomous workers, and value diversity & inclusion.

5 Ways to Manage the Generational Differences

By following these effective practices, you can secure the full aids of generational diversity -

1. Show Respect

Understand that a different method or timeline for problem-solving as well as completing responsibilities could be a generational difference. Therefore, have patience and show respect at all times. If you don’t understand their procedure, and if you need to comprehend, ask in a friendly manner.

2. Implement Knowledge Into Training

Incorporate senior staff's knowledge into training. This can be accomplished by developing mentoring and coaching training programs to pass down information with best practices. Reassuring informal mentoring while on the job can also be worthwhile for both experienced and less-experienced workforces.

3. Avoid Making Age-based Molds & Typecasting

One of the common stereotyping is older people are not very comfortable with technology, but it is not the truth. Stereotypes never do anyone any favors. To manage your multigenerational workforce, don’t make any assumptions or stereotyping based on age. Instead, try to talk to each of your employees and learn about their specific preferences and working styles.

4. Customize Your Approach

Each member of staff is an exclusive individual with different preferences, goals, assistances, weaknesses, and ways of communicating. Modify your approach for each employee. Adapting your approach and modifying your style to each employee will let for better-quality working relationships along with happier employees overall.

5. Assemble Age-diverse Teams

By making age-diverse project teams, you can influence the exclusive strengths of each generation, by also encouraging team members to work together and build relationships with one another. Despite possible conflicting opinions or differences, most of the employees willlike to work with age-diverse colleagues.

Positively managing a multiple-generation workforce requires an awareness of changing requirements and training with the face to face train the trainer program. Additionally, a willingness to embrace fresh ways of managing the workforce by attracting the best talent.

Written By : Park Jin Ae