There’s no doubt that managers have a lot on their plate these days. Between managing remote work, divisive politics in the workplace and an increasingly diverse workforce, they certainly have their work cut out for them.
The reality is that in today’s world, the workforce is diverse in just about every way you can think of – which is great because diversity strengthens your business.
But it also means that managers have to be flexible in their workstyles, to accommodate everyone on their team. And perhaps nowhere is this more apparent than when it comes to managing multiple generations in the workplace.
I regularly work with clients who struggle with managing younger generations – namely Millennials and Gen Z, the newest generation now hitting the workforce. They complain that these younger workers are lazy and unmotivated.
But the reality is that there can be up to 5 different generations in a workplace. And each generation comes with its own expectations and styles. As the manager, it’s up to you to help all your employees excel, with empowered leadership and clear communication.
Rather than fear or misunderstand the multigenerational workforce, embrace it! Be open, adaptive and proactive while managing all your employees.
Learn specific strategies for managing Millennials here. Otherwise, let’s jump into 5 solid strategies you can employ right now for managing multiple generations well.
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To Manage Multiple Generations, Offer Flexibility
When managing multiple generations in the workplace, it’s best to start with what unites everyone.
And what we know for sure is that all workers today are craving more flexibility. The pandemic has opened up the world of remote and flexible work, and people of all generations want this new world to stay.
The stats speak for themselves. 97% of workers say that flexibility would have a positive impact on their quality of life, 76% say they’d be more likely to stay with their employer if offered flexible work hours, 73% say that flexible working arrangements increase their work satisfaction, and 21% are even willing to give up some vacation time to get flexible working options (source).
Moreover, 78% of employees feel they are more productive when working in flexible arrangements, and 77% report that flexibility is a major consideration when evaluating job offers (source).
It may be tempting to think that it’s only those ‘flighty’ Millennials who want these types of flexible benefits. But clearly, the desire for increased flexibility is shared by all ages, so every workplace should be thinking about how best to accommodate their workers in this way.
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Be Clear About Expectations
Every business, regardless of size, needs to have processes and procedures in place so that employees know how to get things done just the way you want them.
This starts with having a crystal clear job description, and then regularly checking in with employees to ensure everyone is on the same page.
Managing all employees, young and old, means ensuring everyone knows exactly what is expected of them. Then you can hold yourself and your team accountable to themselves, each other and the business.
Remember, just because a younger person isn’t performing the job as you would have at their age, that doesn’t mean that they don’t want to do a good job. Most people want to do a good job! So if someone is performing below your expectations, it might just mean that you haven’t communicated your expectations and requirements clearly enough.
I encourage you to be open and ask questions; they might have a better way to do something so be willing to consider alternative methods as long as you get great results.
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Communicate Better
It might be tempting to blame poor communication in an office on all the young people glued to their phones. But that’s the easy answer (especially since overusing their phone is a bad habit now shared across generations!).
The more difficult reality is that as the leader, you are in charge of preventing communication breakdowns.
Today’s business world is filled with an overwhelming amount of social media, texts and emails, but with a lack of clear and compelling communication.
This is especially true for small businesses that often lack the resources to give this topic the attention it deserves. True communication is more important now than it’s ever been, yet we seem to devote less and less time to really listening to one another.
To be really effective as a manager of all generations, you need to understand the importance of praising employees for their good work.
For example, when you acknowledge employees’ performance, engagement increases and workplace culture improves. But many managers don’t know how to provide employee recognition effectively.
And active listening is an art that helps ensure understanding, improves relationships, solves problems, and improves accuracy and efficiency.
By embracing these techniques, your communication will improve, and your team will thank you for it. -
Offer Learning and Development Opportunities
A 2018 survey by The Conference Board showed that only 32.6% of workers are happy with their organization’s educational and job training programs. This has implications for all generations in your office.
Think about what different generations in your office may require. We know that Baby Boomers aren’t retiring anytime soon, with many planning to keep working well past 65. This generation tends to be self-sufficient and excellent decision-makers, making them valuable members of your team. But could they benefit from some technical training?
Contrast this with Gen Z, who are now in their early 20s and entering the workplace for the first time. This generation has more education than previous generations at their age, but less work experience (source). So they may have their tech skills down, but require other learning and development opportunities. Your youngest workers may appreciate the opportunity to work on a major project, where they get to work with other people they can learn from.
It can also be helpful to let an employee shadow another employee and learn how to perform in a new role. Baby Boomers in particular feel comfortable in mentoring positions, and they likely hold a wealth of institutional knowledge they can share with younger generations.
The reality is that all workers can benefit from regular training and education opportunities. And that goes for you, too! Being a great leader is a skill that needs to be learned and maintained. Leadership coaching can be a great way to ensure success.
I love working with clients one-on-one to help them build a strong foundation for their business by:
- Getting them out of the day-to-day operations of their business so they can do the work they love and focus on the things that actually grow their business
- Guiding them to manage their time better so the important work gets done and they can leave work at work
- Building a rock-star team with the right skill-set and mindset to accomplish the work
- Creating effective processes and procedures so that the business can literally run itself.
- Bullet-proofing their business so they avoid fines, penalties and expensive lawsuits.
The system I have developed over the years along with several exceptional tools will guarantee better productivity, efficiency, communication, employee morale and bottom-line sustainable profits. Please contact me at info@quantumascendance.com to learn more.
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Create A Sense of Purpose
We’re seeing that younger generations really expect to have a sense of purpose in their work, and they want to work with a company whose values they share. And this offers a wonderful opportunity for employers because it dovetails with one of the most important things you can do for your business.
Core values are what you hold sacred for you personally and for your business. Defining them clearly will:
- Shape the culture of your business
- Determine your business structure, processes and procedures
- Establish a high threshold for your employee’s behaviors
- Set you apart from others in your industry
- Attract the right type of employees and customers
Take the time to write out your core values in clear, concise language so everyone clearly understands what they mean. Add them to your employee handbook and even create posters to hand throughout the company or frame them to put on your desk.
Helping your staff find their purpose is largely about having a strong company culture and values that are aligned with your mission and vision. It’s about connecting your people with the work that matters to them. Enable your people to fulfill personal development goals and have meaningful relationships with others at the workplace.
The reality is that people are individuals and no two are exactly alike (thankfully!). Defining your core values will be beneficial for all people in your organization, no matter what generation they belong to.
Yes, we are impacted by when we were born and raised. But we’re so much more than that, too.
Learning how to get the best of all generations in your workforce today can be challenging and rewarding at the same time. The older generations have skills, experience and wisdom they can impart with younger workers. And younger employees bring an exciting energy and are fearless when it comes to technology and the best ways to maximize it.
Your leadership style is the glue that bonds everyone together into a cohesive, productive, happy and productive team.
If you’re struggling with adapting your business to the younger generation’s expectations and blending all ages within your team, please get in touch. I help many businesses create a winning culture by taking advantage of the capabilities and strengths inherent in all generations available in the workforce today.
Business Leadership, Career Management, Team Management