How to Manage Different Generations in the Workplace

Australian business is entering new territory. For the first time, five different generations are working together in organisations across the country.

While many Australian businesses are looking to harness the wisdom of Traditionalists and Baby Boomers, the adaptability of Gen X, and the youthful enthusiasm of Gen Z, few have grasped the scale of the challenge if they want to be successful in this rapidly changing world.

You might worry that differing attitudes toward work can cause a generational divide among your employees. And when leadership doesn’t understand how to manage different generations, this rift can and does happen.

Over the past two decades, we’ve seen post-millennials enter the workforce, we’ve seen millennials become the largest generation in the workforce, and we’ve seen the silent generations retire. The landscape has definitely shifted.

What does that mean for managers?

Age diversity is and will be a prominent factor in your day-to-day work life. Having a one-size-fits-all approach to management won’t cut it. Harbouring generation-based assumptions about everyone in a given age group won’t work either.

To encourage optimal performance, tailor your management approach to each individual employee.

Here are five tips on managing different generations at work.

Don't get too caught up on age

We’ve all heard the generational stereotypes. Millennials are social media obsessed and hard to motivate. Baby boomers lack technical skills and tend to be micromanagers. Slapping labels on people based on age is nonsense.

Not everyone behaves the same simply because they’re in the same age group. People are individuals with their own distinct set of attitudes, values, and behaviours. Data might show that millennials prefer a manager who’s lax with the rules. But, no one generalization holds true across the board 100 percent of the time.

As a manager, your best bet is to focus on the person and not their age. Learn how that person wants to be motivated, and what their insecurities are. That way, when you’re staring down a deadline, you know how to work together as a team.

Have open conversations.

Open, communicative, supportive, and transparent. These are words associated with great managers, according to the recent People Management Survey by The Predictive Index.

During one-on-ones with your employees, ask questions like, “Is there anything I can do to better support you?” or “Are you facing any roadblocks—and, if so, how can I remove them?” You’ll also want to ask questions about their interactions with employees on the team and in other departments. The idea is to get in front of problems before they grow big.

If you’re a new manager, ask your employees to tell you about their best/worst working relationships with previous managers. Let’s say someone says he hated when his former boss peeked over his cubicle wall and asked a question. You’ll know to book time to speak with this person privately.

By asking these questions and having a two-way conversation, you’ll build trust with your employees no matter their age.

Create cross-generational mentoring/relationship programs.

Harvard Business Review recommended creating cross-generational mentoring programs. This way younger and older employees can learn from each other. This can be extra helpful for younger managers who might be nervous about managing someone much older than themselves. As a manager, it’s a good idea to think of your employees as your partners. Yes, you’re in charge and you make the final decision, but you should be listening to their ideas—and incorporating those that make sense.

Pairing up employees fosters team building, collaboration and understanding. There are many apps and tools that can be utilised to connect employees who don’t know each other well. It’s a great way to build relationships and learn across departments and generations. Talk to human resources if this is something you’d like to put in place at your office.

Keep a constant pulse on your employees.

Conduct annual surveys to understand the demographics, values, and needs of your employees. Use this information to understand what matters most to different sets of employees. After you’ve conducted the survey, share the results at an all-company meeting to highlight both the positive and the areas of improvement. Make sure to share an action plan to prove that you value your employees’ insights and are looking to make improvements.

Understand people’s communication styles, inner drives, and needs.

With a diverse workforce comes diverse communication styles and communication skills. Some people might prefer to talk face-to-face, others via email or through instant messenger. Understanding your employees’ preferred communication style can boost engagement and productivity.

8 Consulting utilises The Predictive Index tool which provides businesses with a methodology to simplify communication and boost productivity. The PI Behavioural Assessment is a quick and easy way to get insight into an employee’s drives, needs, and communication style.

If you want a more in-depth view, try the NEW PI Relationship Guide. It lets you see how employees interact with one another. Identify strengths and caution areas and get tips to improve collaboration between any two employees. Managing across generations is easier when you have a mutual understanding of each other’s communication styles, drives, and needs.

If you are interested in trying The Predictive Index tool or would like to discuss managing different generations in the workplace please do not hesitate to contact me.