Successful strategies for managing generational diversity

Are you ready to tackle one of the most complex topics in the workplace today? We’re talking about generational diversity in the workplace. With 5 generations working side by side, it’s not easy to navigate the diverse values, expectations, and behaviors of each group. According to the Deloitte Global Human Capital Trends in 2020, 70% of organizations said that a cross-generational workforce will be a significant factor for their success over the next 12–18 months. However, only 6% think that their leaders are equipped to deal with a cross-generational team.

So, let’s talk about how to lead a generational diversity in the workplace like a pro. So buckle up, grab a cup of coffee, and let’s dive in!

Generational Diversity

According to Mary Cooney, PhD, generational diversity is the concept of having a wide range of generations in the workforce. Today we have 5 generations working in the same office spaces. This diversity brings about awesome benefits such as knowledge transfer and increasing the potential customer base if the diverse workforce can also capture a diverse target market. On the other hand, age discrimination due to stereotyping and also communication barriers can be a real problem for managers to deal with.

5 generations in the workforce

• Traditionalists (1928 – 1944): The oldest of the bunch. Highly disciplined and conservative. Also known as the silent generation, they are loyal and view work as a duty, value monetary rewards, and are motivated by the prospect of rising through the hierarchy. In terms of generational diversity in the workforce, they are the last of a dying breed.
• Baby Boomers (1945-1965): Derived their name from the ‘boom’ or increase in the birth rate after World War II. I bet you didn’t know that before today. Baby boomers are known for their strong work ethic, methodical approach, and loyalty to their employer. Moreover, they value recognition, appreciation for quality work, and job titles/authority for career growth. Although they didn’t grow up with today’s technology, they’re open to learning and adapting to new trends.
• Generation X (1966-1980): Also known as the latch-key generation, because of the fact that they were the first generation to grow up in households with divorced or two working parents. This means they had the key to the house, or it was under the doormat. Gen Xers are characterized as highly independent, value open communication and participation in decision making, as well as leadership based on competence. In addition, they prioritize work-life balance, embrace challenging work, and seek career advancement.
• Millennials (1981-1996): The first ‘digital generation’, they grew up alongside emerging technology. They’re confident, expressive, take risks, value entrepreneurship. Furthermore, they value a relaxed work environment, teamwork, inclusiveness, and fast results. They’re determined, creative, and prefer flexible working hours and autonomy.
• Generation Z (1997-2010): These are the digital natives who grew up surrounded by the internet and experienced economic instability. They’re multitaskers, imaginative, entrepreneurial, and driven to create change in the world. They’re great communicators and highly confident in their interactions with multiple generations.

Managing generational diversity in the workplace

Clearly, each generation has unique needs, expectations, and characteristics that require different management strategies to thrive. Here’s a brief overview of what each generation needs and how to manage them effectively:

• Traditionalists: Since they count for very little of the workforce, it is difficult to have a policy for this group. However, everyone can agree that they are to be respected anywhere they are and put in high positions of seniority and mentorship. They have a wealth of knowledge to pass down to younger generations, just like any elders in a your household or community.
• Baby Boomers: Baby Boomers thrive in environments that value their experience, provide recognition for their contributions, and offer career advancement opportunities. To manage them, offer clear expectations, set achievable goals, provide regular feedback, and recognize their achievements. Moreover, create opportunities for them to mentor younger employees, and be open to their suggestions for improving processes.
• Generation X: Generation Xers thrive in flexible work environments that allow them to balance work and personal life. To manage them, provide opportunities for professional development, offer flexible work arrangements, and give them autonomy in decision-making. They prefer a hands-off management style, so give them clear objectives and trust them to achieve results.
• Millennials: Millennials thrive in environments that offer a sense of purpose, meaning, and fulfillment. To manage them, provide opportunities for growth and development, recognize their achievements, and offer flexible work arrangements. They value collaboration and teamwork, so create opportunities for group work and socialization. In particular, providing regular feedback is a big thing, as well as opportunities for them to learn from mistakes.
• Generation Z: Generation Z thrive in environments that value their creativity, entrepreneurial spirit, and desire to make a positive impact. To manage them, offer opportunities for autonomy, provide clear expectations and goals, and offer regular feedback. They prefer to work in teams and value social interaction, so provide opportunities for collaboration and socialization. Offer opportunities for growth and learning, and give them a sense of purpose and meaning in their work.

The generational gap and technology

Lastly, the main thing that differentiates the generations is technological advancement. Coincidentally, this is the same thing that will bring them together and foster meaningful communication and collaboration. This is a key concept about adaptive leadership, in the sense that managers should adapt numerous communication channels in the modern business environment.

Also Read: 7 Powerful Productivity Hacks For Managers

Cross cultural teams can progress when they remove their stereotypes about communication and technology. For example, there is the assumption that older people prefer conversations over the phone or in person, while younger people prefer texting, instant messaging like WhatsApp, and video conferencing like face time. However, a study by Pew Research showed that 85% of Gen Xers and 67% of Baby Boomers have embraced digital life. This is a good sign for people managing cross-generational teams.

Conclusion

In general, effective management of a cross-generational workforce requires clear communication, respect for diversity, and a willingness to adapt management styles to suit the needs of each generation. By leveraging the unique strengths and characteristics of each generation, organizations can create a culture of inclusiveness and productivity that drives success. Clearly, traditional management practices won’t cut it in diverse workspaces. If you are a leader of HR professional, learn how you can leverage the diverse talents in your workforce to build an elite team of performers with our training programs.