Managing generation differences in workplace
Generational differences in the workplace are one aspect of diversity. There is a rapidly changing workforce dynamic with different generations working together and a globally mobile workforce especially in large international companies. So how can company leader’s best manage multiple generations of workers?
Leaders should consider what drives and motivates each generation and strive to identify ways to engage with each group. This can help to retain and recruit new employees. Furthermore, clear communication, understanding co-workers strengths and weaknesses, valuing and supporting diversity and avoiding generalizations can also help leaders to work successfully and build effective teams of multigenerational multinational workers.
This comes from your company HR policy primarily. The first rule to avoid generation difference is - never make someone feel their generation. If there is a role based treatment, you avoid multiple conflicts such as gender or generation.
However, its easy then said. Team leaders have to do a lot of work to make sure if all the team members are satisfied with their roles.
Oh this platform can be so frustrating. 10mins typing an answer and then it gets lost when I save. Let's try again. Maybe I was too grumpy before ..
The clue for me is in Lawrence's original question - this is about diversity - and you don't fix diversity by focusing on labels, whether labels for race, gender, religion, generation or anything else. You fix diversity by treating everyone as individual human beings.
Generations in particular are a particularly odd thing to label people with, because they are completely made up i.e. who says Gen X, Y or anything else starts or finishes on a particular date? It's nonsense.
We get obsessed with generalities like this because it's easier to put things and people into categories - if we can invent general rules, we don't have to think too hard. But diversity can't be fixed with general rules. Diversity gets fixed when we stop putting ourselves, and other people, into categories, and just start treating everyone, including ourselves, as individuals.
10 months ago
In my opinion, the following approaches can be used to manage generational issues in the multinational multigeneration workplace:
1. Put in place consistent employment expectations, organizational goals, policies and procedures.
2. Provide opportunities and forums for open dialogues with all employee and in particular those from younger generations who are looking to express their needs and ideas within the organisation.
3. Embrace an open, approachable and flexible style for managing and addressing the concerns of all generations.