Multi-Generations in the Workplace – Tips

As I finish my series on Multi-Generations in the Workplace, I will provide some overriding tips on how to manage and work with the different generations so your workplace can be effective, productive and a positive place to work.

Tips  to accommodate different working styles:

• Consider personal employee needs such as flexibility and scheduling.
  • This can be very challenging for those that are more rigid and believe that the job comes before all else.  But as I have said in my previous posts, the younger generations don’t necessarily see their job as being their number one priority.  They are looking for flexibility to manage all aspects of their life.
• Don’t confuse character problems such as laziness or immaturity with generational differences. 
  • Some people feel that our younger generations, because they don’t always put their job first, are just lazy and unengaged.  That is not true.  Anyone can be lazy or immature.  That doesn’t have anything to do with generational differences.  It is important that you, as a manager or even a co-worker, understand the difference between a poor performer and someone who just has a different approach to their work.  And of course, poor performers must be addressed, regardless of the generation.
• Don’t stereotype based on generations.  
  • Again, don’t assume that just because someone is a baby boomer, or a Gen X’er, that they will behave in a particular manner.  The characteristics that I have outlined for each of the generations are generalizations and should not be applied to every person.  Keep an open mind and manage each employee based on their own individuality.
• Experiment with teams by mixing the generations up and allowing for reverse mentoring.
  • Regardless of our age or the generation from which we come, we all can learn something new.  Give all of your employees an opportunity to teach each other.  Don’t assume that only the younger employees have something to learn, and that they can only learn from the more senior employees.  Give everyone a chance to teach each other.
• Develop and implement ways to accommodate the different requirements of your employees. 
  • Again, this doesn’t just have to be about the generational differences.  This is about each employee as an individual.  But you can use the generational guidelines as a basis for coming up with ideas that may appeal to your employees and then tailor it to suit everyone’s needs.
• Ensure open communication with all of your employees to have a good understanding of the climate in the workplace.  Conduct surveys to ensure that you give everyone a global voice.  Then have one on one meetings with each of your employees, again using the generational guidelines as a starting point to understanding the needs of your employees.   Communication is the key to maintaining good relationships with employees and co-workers.

As you can see from all of these posts, there are a number of factors that have influenced all of us over the years, and we take those experiences and life lessons with us to the workplace.  The trick is to take the time to understand what motivates and drives your employees and find ways to bring out the best in them, to ensure that they are the most productive and satisfied that they can be.

I hope this series of posts has helped you to better understand those who are working around you, and give you a bit of guidance when deciding how to deal with workplace issues.

Do you know someone who is faced with this challenge?  Feel free to share this post by using the share links at the top of this page.  And catch up with Part 5 of the series Multi-Generations in the Workplace.