Tensions between generations have made headline news in recent weeks. Gen-Xers, who were born between 1960 and 1985, are being overlooked in favor of younger peers, and Gen-Zers have caused a ruckus by quiet quitting their way out of roles.
While the differences between generations are primarily overstated, you should be aware of these patterns as a leader in the business world. Understanding the pressure that your team faces is crucial if you want to build buy-in amongst employees and help folks navigate the stressors they face.
Successfully leading a multigenerational workforce can bolster productivity and make your firm more agile, too. Multigenerational teams are capable of approaching problems from multiple angles and will share their blend of insights, education and experience effectively if led correctly.
Myths of multigenerational teams
The popular media would have us all believe in generational stereotypes like the idea that all Gen Zers are lazy, baby boomers are entitled and millennials are hyper-sensitive. In reality, every employee is different and deserves to be treated as an individual rather than a representation of an entire generation.
Overcoming myths that perpetuate age bias is crucial if you want to get the most from the folks who follow you. Address examples of ageism and stereotyping directly to nip any age-related conflicts in the bud early. This may mean that you advocate for younger, less-experienced employees who don’t yet feel comfortable sharing their opinions in team meetings. Similarly, you may need to push back against notions that your older employees can’t learn how to use new tools and technology.
Proactively protecting your business against ageism can help you avoid hefty costs and lost productivity, too. Age discrimination can lead to legal battles and fines, and failing to manage folks from different generations properly may result in project snags. Rather than ignoring tensions that exist between generations, tackle them head-on by encouraging group work and adapting your leadership style to suit the needs of different employees.
Group work
Employees may reflexively avoid group projects primarily due to prior experiences of mismanaged group work that resulted in poor workload management. However, don’t ignore the upsides of group work if you manage a multigenerational workforce. By getting folks to work together on a productive, engaging project, you can start to tear down generational barriers and improve collaboration at your firm.
Get the ball rolling by hosting group brainstorming sessions when presented with a challenge that requires the input of multigenerational teams. Group brainstorming can help you generate lots of ideas and provide a platform for folks to share diverse perspectives. This fosters a sense of camaraderie and breaks down silos within your staff. However, you will need to exercise some serious oversight during this time, lest the loudest voices take over and the insights of less-experienced or confident employees be ignored.
Adapting communication styles
While you should always seek to learn more about the individual needs of the people you lead, you may also need to adapt your communication style based on the age of the folks who follow you. Put simply, some cultural references simply won’t land with younger people, while some older folks may not appreciate the gentle approach that you use when working with Gen-Zers.
Adapting your communication style based on generational insights can enhance well-being as well as productivity. Effective communication bolsters well-being by improving stress management and strengthening your work culture. Adapting the way you approach professional communication can help you build a supportive intergenerational network and may help you find common ground between staff members. This fosters a sense of transparency and encourages folks to pursue opportunities for innovation and leadership.
If you’re unsure of how to adapt your communication style, consider drawing from insights from a recent Gallup poll that surveyed a range of workers from different generations. These insights can help you understand the experience of workers from generations other than your own and may be helpful when planning for a meeting.
For example, if you’re unsure of how to work with Gen Z workers, consider insights from the Gallup poll, like the fact that many younger professionals feel that they are not being given “opportunities to learn and grow” and that many feel disconnected from their company’s mission. This has left some younger workers feeling disenfranchised and devalued at work. Based on these insights, you may want to pivot the conversation towards supportive resources that are available and could set some goals together.
Gen Zer and software engineer Yatri Patel echoes this sentiment: “Rather than just saying, ‘Hey, you did this wrong,’ say, ‘I’d like to have a conversation on where your thought process was and where you went wrong.’” Patel explains that this approach works for her and may resonate with other young people who simply want to understand how they can improve.
Using generational insights to address poor performance is particularly important. It’s all too easy to blame stereotypes when folks from the Baby Boomer generation seem to be acting entitled or Gen-Zers appear to be quiet quitting. Resist the temptation to disregard the individual behind the problem and focus on what can be done to support them better. By recognizing the individual and rejecting stereotypes, you can turn lazy workers into rock stars. Once you see some positive progress, be sure to follow up with recognition programs that help folks feel valued.
Adapting your leadership style to suit the needs of a multigenerational team can be a big ask. You’re likely to run into some resistance when trying to address harmful stereotypes and may discover that more significant cultural changes are required. Rather than ignoring the needs of your employees, lean into this challenge by adapting your communication style to suit the needs of every employee. This will help you build buy-in amongst your followers and will ensure that everyone is able to contribute their skills, education and experience to the company.
Opinions expressed by SmartBrief contributors are their own.
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