Getting Along: Helping Different Generations Succeed in the Workplace [VIDEO]

Our workforce now consists of five generations – five generations with different perspectives to foster creativity and innovation but also misunderstanding and conflict.

Multigen workforces have been shown to be more productive and have less turnover than those without age diversity, according to SHRM. But, 60% of workers also report the presence of generational conflict in their workplace, according to AARP. That conflict can come from misaligned expectations and not understanding each other.

Here are our tips for helping the younger generations in your organization succeed alongside of the older generations.

To Millennials and Gen Z

As a new or younger member of the team, your first goal is to build your credibility.

1. Build credibility.

Building your credibility will give you voice and more responsibility. So, follow through on what you say you will do. Do not cut corners just because you see a teammate do it - if they show up 5 minutes late, you should be early because you do not have the credibility they have yet. Communicate regularly by responding to emails and messages right away. A quick “thanks, I got it.” If you do not, they may wonder who else you are not responding to. Also, as the newer person, make sure you dress appropriately for the organizational culture and the position you hold.

2. Learn your supervisor’s style.

What does your supervisor value – timeliness, quality, details? Do they like to be told information in person, or do they prefer to read it in an email? What are they triggered by? Surprises, tardiness, mistakes? Once you can identify their style, you can alter your own style to be most valuable to them and the organization.

3. Make the noise go away.

Take initiative to keep your supervisor informed on a project so they will not worry about you. This will clear space in their head to focus on what only they can do as the leader.

4. Ask questions.

Don’t hesitate to ask what is expected of you. When you are given a project, immediately ask for the resources or information you will need, clarify deadlines, and decide how often you will check in with them about it. If I am in a meeting that starts to wrap up before I have the information I need, I will make sure I assert myself and ask clear, direct questions.

To the Boss or Supervisor of a Young Employee

You hired someone early in their career, now you have the opportunity to mold them to be a worker that you (and others in the future) will appreciate.

1. First, you need to define expectations.

Make it clear how you want to be communicated with, what you expect from them, and what you value. Offer clear communication and consistent feedback on how they are doing and where they can improve.

2. Get to know them individually.

Break down the generational barrier by getting to know them personally, without all the stereotypes that surround generational labels. Plan a casual lunch, ask them appropriate personal questions or what their professional goals are. For example, we begin our weekly team meeting by sharing what our weekend plans are.

3. Help them to develop their leadership voice.

When younger or newer to an organization, some people are not quick to speak up. Encourage your team members to share their thoughts by asking them what they think. Help them figure out what they bring to work that no one else can, and then build their confidence in that area. When I first started, I did not speak up in meetings until my boss began asking me for my thoughts on the topics. Eventually, I had the confidence to speak up on my own since I knew the team valued my input.

4. Invest in the next gen.

Invest in the growth of the next generation. Help them to further their education with courses or grad school, send them to seminars and trainings, offer to get a coach, or push them to try new opportunities in order to stretch them.

There are 10,000 Boomers retiring each day, and every organization is trying to figure out how to attract and retain the next generation of talent. Helping your young employees succeed is mission critical and will only happen with flexibility and compromise from both young workers and their older colleagues.

Let us know your best tips for bridging the generational gap.

Contact us to learn how our experienced consultants can help you build a healthy culture among your staff.

Tiehl Haverstick graduated with a Bachelor’s Degree in Public Relations from Taylor University and has experience as a writing intern for a community foundation. As The Center Consulting Group’s Director of Communications, she manages the database, website, social media, marketing, events, and special projects.

Abbi Hoffman graduated with a Bachelor’s Degree in Social Work from Liberty University and has experience working with diverse populations within the child welfare system.