AppointmentPlus Blog

The Secret to Successfully Managing Your Multi-Generational Team

With its oldest members turning 21, post-Millennial Generation Z is breaking into the workforce. (According to the New York Times, trend forecasters often consider Generation Z to start around 1996.) Yes, all those digital natives are starting to roam the halls of corporate America, where they’ll likely be joining workmates from other generations.

Indeed, many firms in today’s world have an employee base that spans four generations: Baby Boomers, Generation X, Millennials, and now Generation Z.

While some would look at this as a perfect storm of generation gaps, savvy managers view it as a unique opportunity to enhance productivity. Managers who create a respectful and open-minded environment will likely experience a more vibrant workplace and can expect to see a stronger bottom line.

But between generational stereotypes, shifts in how companies operate, and different communication preferences, effectively managing this melting pot of viewpoints isn’t a simple task. Tension will inevitably flare up from time to time.

Smoothing out these workplace tensions is challenging, but it’s far from impossible. Leaders simply need to understand how these strains play out and, most importantly, what steps they can take to reduce the friction.

EASING GENERATIONAL TENSION IN THE WORKPLACE

Opportunities for tensions at work may arise when you mix generations. It’s not atypical to have a 20-something sitting next to a 50-something, taking on the same work. Likewise, it’s now commonplace for older employees to be supervised by individuals much younger than them. Another sore spot? Younger workers may feel held back by older employees who are resentful toward or distrusting of a newbie.

 

[RELATED]: Advice to Employers Bridging the Generational Digital Divide

 

Instead of lamenting negatives, supervisors should put a positive spin on the exciting ways multi-generational workers are transforming the workplace. Allowing experienced workers to get real-world input on the wants and needs of younger generations—and vice versa—can be invaluable. By embracing these differences, productivity gains can be realized in every part of a business, from user interfaces to customer service.

Does age diversity in the workplace guarantee success? Not necessarily. But if it’s approached in the right way, it can absolutely help make a positive difference.

LEARNING TO MANAGE MANY GENERATIONS

If you’re a manager, you’ll likely deal with a multi-generational team—most companies do, including mine. That’s why I recommend taking several steps to make the most of managing a diverse workforce.

To  learn the five tips for leading a multi-generational team,  please read the full article on Amex OPEN Forum.