We live in an unprecedented time where four generations are currently working together in the same workplace. So how do you manage team members from different generations?
Keep reading for a helpful guide from AAIM Employers’ Association.
The four generations in today’s workforce include:
These generations have different communication styles, professional values, and management preferences shaped by the culture they grew up in. To manage multigenerational teams successfully, leaders need to bridge the generational gap and build a more collaborative environment where team members of all ages can learn from each other.
Each generation has faced different conditions when entering the workforce, developing unique values and goals as a result. For example, a recent college graduate might prioritize flexibility, whereas someone who started their career during the Great Recession might focus more on job security. So, how do you manage these individuals without treating one generation differently than the other?
Let’s explore some tips on how to manage multigenerational teams successfully.
First things first—which style of leadership should you use when you’re managing different generations of employees?
Transactional leadership is a practical approach that values structure, rewards employees based on results, and provides a balance of flexibility and structure. This style of leadership offers a variety of advantages, such as clearly defined rewards and penalties and the ability to quickly achieve short-term goals and clear structure. By using a transactional leadership style, you can ensure your message is received by all employees without appearing discriminatory or biased toward one generation.
We’ve all heard jokes and stereotypes about different age groups in the workforce, like millennials are driven but entitled, boomers are collaborative but averse to change, and gen Xers are progressive but disloyal. However, age stereotypes go too far in presuming that everyone has reacted to life events in the same ways. As a result, many workers feel judged and isolated before they even enter the office. That’s why as a leader, it’s important to avoid making assumptions about team members based on their age. If you hear jokes among your multigenerational team, stop them immediately and have an individual conversation with employees if necessary.
By taking the time to understand the preferences of your direct reports, you can create an environment where everyone feels comfortable and can communicate effectively. For example, email may be the most efficient approach for quickly exchanging information, but it can feel impersonal to some employees and may not be appropriate when the conversation calls for more intimacy or relationship building. On the other hand, face-to-face meetings can be more effective for building relationships and creating meaningful conversations, but they may not be suitable for more time-sensitive discussions. Try different approaches based on the situation to show colleagues from different generations that they can easily communicate and collaborate on projects using multiple ways of communication.
It’s challenging to navigate conversations about previously taboo topics in the workplace, such as diversity and inclusion, mental health, and gender roles—especially when you’re managing a multigenerational team that likely has different beliefs and values. For example, research shows that younger employees tend to be more progressive about social issues and more comfortable discussing them publicly. While this willingness to accept and normalize the conversation around these important topics is resulting in a decrease in stigma, it’s safe to say that not everyone on your multigenerational team will necessarily agree with or share the same priorities. To ensure your team members feel comfortable talking about these issues, prioritize psychological safety and provide ongoing opportunities to discuss them privately. It’s also important to ground the conversation’s relevance in your organization’s values and overall mission.
To create a culture where team members of all ages can learn from each other, develop an inclusive decision-making process that encourages open communication. For example, during team meetings, go the extra mile to ensure everyone’s voice is heard and considered. If you notice younger employees sharing their opinions and perspectives, acknowledge and appreciate their input and ask a more seasoned team member if they have anything to add. Encouraging a collaborative environment where generations of all ages can learn from each other allows your organization to make better decisions and complete tasks more successfully. Supporting this type of open communication can also improve job satisfaction, productivity, talent acquisition, and employee retention. Another way to encourage an open dialogue is by administering employee opinion and engagement surveys. Surveys can help bridge the gap between you and your employees by allowing you to uncover concerns and issues in the workplace and make adjustments as needed.
As a leader managing a multigenerational team, you face unique challenges when it comes to making connections. You may even be managing team members considerably older than you are. While you might not feel prepared to lead a team of different generations, you have the qualities and skills to become a strong leader—they just need some fine tuning. With leadership development training, you can learn how to manage employees of all ages to create an engaging environment, improve retention, and strengthen business results.
As an experienced HR solutions provider, AAIM compiles research based on national trends to help our members make decisions that improve their business results. Data from our 2023 National Business Trends Survey shows that while today’s workforce includes four generations of employees, they’re all satisfied and motivated by an engaging work environment.
With our leadership development training courses, we can help your team leads develop an engaging multigenerational culture where employees of all ages are motivated to perform and satisfied with their jobs. AAIM’s leadership training classes allow participants to learn from their peers and our facilitator through group discussions, role playing, and other activities. Participants can also try out fundamental skills in a safe place and receive immediate feedback and coaching from the AAIM facilitator and their peers.
Contact us today to learn more about our leadership training courses.
