Embracing Generational Differences in the Workplace

Part of being an effective leader is understanding that each member of your team is different and adapting your leadership to get the best out of people.  These differences may be gender based or perhaps your team have had different upbringing which leads to a different world view…the list goes on and on. However, the difference between generations in the workplace has always interested me.

We now have three generations in our workplaces – baby boomers, Gen-X and millennials. Baby boomers (1946-64) grew up in a thriving economy with lots of opportunities on offer and they are driven by their work ethic. They were the first generation who had opportunities for a career or university education unlike the generation before them. Qualifications are important to this generation, and they tend to accept the chain of command.

Gen-X (1965-80) were otherwise known as the latch key kids. They were the generation that let themselves into the house after school as both parents were working. Gen-X saw how hard their parents worked and looked for more balance. They are impressed more by hard work and competence than qualifications. Gen-X want a strong culture and to mentor others. They want transparency and collaboration and prefer less hierarchal management structures.

Millennials (1982 – 94) are very determined. They have been encouraged to be heard and collaboration is second nature to them. They are tech savvy and confident in what they can achieve. Millennials prefer a more relaxed environment, and they tend to connect better with people than the generations before them as they grew up with technology. They are very innovative but less patient and believe everyone should be heard and involved in the decision-making process.

So how can we harness the best out of our teams when we have multiple generations with different preferences?

·         Challenge harmful stereotypes: We should avoid making assumptions about people based solely on their age but there is value in educating ourselves on the realities different generations have faced throughout their careers. Understanding these nuances is essential to accepting one another — and is even more important for those in managerial roles and those who strive to be leaders one day.

·         Communicate your preferences clearly: We should talk openly with one another about our preferences particularly when it comes to methods of communication. If you have direct reports who are both older and younger than you, ask your employees what kind of interactions feel most comfortable to them.

·         Respect boundaries: A wider representation of age groups at work has introduced new beliefs and values into the office. Taboo topics of the past, like diversity and inclusion, mental health, and gender roles, are becoming widely discussed. Just like an individual’s race, ethnicity, gender, sex, sexual orientation, religion, dis/ability, class, personality, and educational background will impact how comfortable they are talking about these topics at work, so will their age and their upbringing. Facilitating discussions about the shared norms that work best for your team — rather than defaulting to the way things have always been done or favoring the preferences of one age group over another is a good place to start. You can also try to create change at the organisational level by developing initiatives that encourage both older and younger generations to connect and share their expertise, such as mutual mentoring programs.

·         Don’t play favourites: Be aware of your unconscious bias and create a culture in which people of all ages can learn from one another. Have an inclusive decision-making process that encourages open dialogue and during meetings make sure every voice is heard and considered.

Intergenerational collaborations can result in greater learning and success for all involved and every generation has something to teach and something to learn. We all have experiences and knowledge to share and by encouraging diversity of thought, our decisions will be much more effective. Embrace the diversity in your workplace by understanding these generational differences and your business will benefit!