Managing generational dynamics is critical for two reasons. First, given that life expectancy is longer than ever and will continue to extend, all generations will need to find a way to work collaboratively. Each generation brings specialized skills, vision, ideas, and experiences to the marketplace, which could and will benefit the whole. Second, older generations build upon experience; the younger generation takes more risks and trial and error practices which will result in an innovation boom.
INTERGENERATIONAL TALENT DEVELOPMENT
Most organizations have the need or requirement to develop talent. Often, learning is different for each generation; talent development has to be tailored to each recipient. To attract the best talent for the organization, multiple generations will be sought after moving forward for substantial growth and optimal productivity. Many organizations are set up to attract and retain the most effective talent pool. Age IS a factor, but will become less so with the swelling of boomers who are not retiring. Is hiring for a lower cost a trade off for experience? By 2020, one in five women working will be over 50. This will change the landscape for marketing, hiring and sustaining a positive culture.
LEADING AN INTERGENERATIONAL WORKFORCE
To gain the best result of each team member and the entire team, regardless of their generation, leaders will have to understand each generation to help translate and craft their vision and specific approach for each generation to ensure the leaders messages and strategies are understood quickly and properly. Understanding typical generational values, traits, preferences and styles can improve recruitment, workplace effectiveness, harmony and retention.
WHAT DOES THIS MEAN FOR YOU?
Each generation wants to valued and respected. Verbal and non-verbal communication can be misunderstood between the generations. Consequences can be severe when poorly managed situations get out of control and will reduce valuable employees interest and daily productivity. Finding common ground for all will result in contentment at work! Don’t spend time which means money on putting out fires when you can be proactive with programs which facilitate open communication.
SOME THINGS TO RECOGNIZE AND ADAPT TO:
- Don’t dwell or highlight on the differences.
- Show RESPECT: Baby Boomers have decades of work experience and input is highly valuable; GenY has new ideas that can be valued by co-workers; GenZ is on the move.
- Hear them out. Listening is a key factor to be understood. Conversation promotes ideas.
- Mentorship can go both ways. Young to experienced, and experienced to young.
- Learn the daily language of those outside your generation and try to incorporate into your conversations.
- Be empathic of each other’s life’s paths. Everyone will be in a different stages life and work.
- Be patient.
- Ask for help from each other. It’s a strength.
- Communicate in a fashion that suits both parties: i.e. Baby boomers face to face, email, phone; GenY Texting or cell.
- Solving problems: each generation has a different approach – try each other’s and keep an open mind!
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Jocelyn Greenky | JocelynGreenky.com
Office Culture and Politics Expert
Author | Producer | Speaker
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