WINNING THE GENERATION GAME!

AS BUSINESSES BECOME INCREASINGLY WORRIED ABOUT HOW TO MANAGE DIFFERENT AGE GROUPS WITH WILDLY DIFFERING EXPECTATIONS, WE SHARE 7 STEPS TO SUCCESS.

The generation game - what do we know?

At the moment, the workforce is reasonably equally split between three generations, but of course the balance is going to change.  Much has been written about the differences between the generations and their expectations in the workplace; here's a summary of the most common descriptions:

A word of caution - generalising is helpful to a degree, but staying open minded is critical.  For example, some current research is starting to show a different picture of Millennials, indicating that they can be hard working and committed to their career.

As leaders, two factors are important here. Firstly, taking time to understand everyone who works with you and secondly being flexible in your thinking and approach. These factors run through the seven steps below.

7 steps to winning the generation game

In my experience, leaders and organisations who practice the following steps are more likely to create a productive culture that embraces the differences of individuals and generations:

1. LEADERSHIP

  • Share your vision for the future and clarify outcomes and results needed.
  • Understand the needs of your team, what motivates them and how to get the best from them.
  • Listen and involve.
  • Encourage and reward.
  • Stay open-minded and challenge your own assumptions.

2. POSITIVE APPROACH TO DIFFERENCE

  • Highlight the importance of difference and its value.
  • Understand the unique profiles younger generations will bring and articulate the benefits as well as the gaps.
  • Take positive action to leverage differences.
  • Help managers to recognise generational differences and adapt.  It's important that managers change rather than trying to change the staff.
  • Encourage an objective recruitment process.
  • Watch out for blanket stereotypes and don't confuse character problems like laziness with generational traits.

3. INTERGENERATIONAL MENTORING

  • Establish mentor programmes that partner Baby Boomers with Millennials.
  • Younger employees should learn to seek the experience and wisdom offered by senior employees.  Older employees should learn to be open to the fresh perspectives offered by younger employees.

4. DEVELOP MORE FLEXIBILITY

  • The X and Y generation is challenged by the rigidity of the nine to five working days.
  • Offer different working options like telecommuting and working off site.  Measure on results, not hours in the office.
  • Telecommuting can encourage Baby Boomers nearing retirement to stay on longer since the option allows them to 'gear down' their workloads and still contribute to high value work.
  • Generation X'ers who need to leave work early to attend a parent/teacher function can agree to make up lost time on another day.
  • Support Millennials who may want to pursue another degree part time and extend the same educational opportunities to other employees.
  • Challenge the routines.  Millennials and Generation X dislike the formality of regular meetings, especially when there's nothing to discuss.  Limit meetings to when there's a real need.

5. KEEP EMPLOYEES ENGAGED

  • Provide regular educational and training opportunities as well as career advice to keep all workers interested in the company.
  • Fuel the high expectations of ambitious Millennials with special assignments that are outside of their job descriptions.  Create opportunities for team working.
  • Provide opportunities to give back - CSR is increasingly important.
  • Develop progressive policies.
  • Use a variety of communication methods.

6. RECOGNITION - IN ALL ITS FORMS

  • Even simple gestures like a pat on the back or positive, congratulatory email can help to boost productivity with Generation X.
  • Boomers may seek status so may respond best to an office-wide message that announces that they are meeting or exceeding their goals.
  • Millennials may seek validation and approval so will appreciate increased responsibility and additional training opportunities.  To this end, Millennials may also prefer more frequent reviews and feedback.

7. LISTEN

  • Give all employees a voice.  Regardless of age and tenure, give all employees a forum in which to present ideas, concerns and complaints.  
  • Department heads should facilitate open communication throughout the office and set aside time to provide honest feedback.

The leaders and organisations that thrive will be those that recognise their people's shifting values and preferences - and who find ways to make the work meaningful on those terms.

I'D LOVE TO HEAR YOUR THOUGHTS ON THIS.

If you would like to talk more about how leading across generations can add value to your organisation, please do get in touch.

Contact us:
Call: +44 (0)7881 915657
Email: claire@downtoearth-development.co.uk

Download a copy of this article here.