How To Manage Employees From Different Generations

Managing a company involves a lot of tasks. You have to track inventory, manage customer expectations, keep costs low, and maximize the profits as well as manage employees. Team management is a task that you have to be prepared for. Your people--the employees--make the company.

Coming from diverse backgrounds might cause some tension, but you need to take action to help them work as a unit. We'll take a look at ways you can manage employees from different generations.

Managing Employees From Different Generations

Your employees come from a wide range of experiences. And age is a factor that comes into play in the workplace whether we like it or not. Distinct generations have been shaped by values, beliefs, and thought processes. These differences can also be seen in employees who bring their own dynamics into the workplace.

Generations can have different preferred methods of communication, work expectations, and levels of company loyalty. Try to create an environment where there's a level of understanding for all.

Generations in the Workplace

Each generation has its potential to help your business grow. You can draw from their unique strengths and help them embrace each other's differences. There may be some individuals who may lie in between two generations. The following are the types of generations, classified according to the years they were born:

Generation Z (1997-2012)

They are tech-savvy and have more exposure to trends compared to other generations. Relating with people from different backgrounds is not an issue for most of them. Since most have student debt, this is a major factor that influences the pay they look for. They value workplace flexibility because they know work can be done wherever they are, as long as they have access to the internet and tools needed to get the job done.

Millennials (1981-1996)

They began working just after the recession and value a career that has a purpose. They prefer focusing on the output, not the hours put into work. Compared to the generations that came before them, they are more familiar with the use of technology.

Generation Xers (1965-1980)

They are comfortable with both online and in-person communication. They prefer autonomous and flexible roles that require minimal or no supervision. The general perspective about them is that they are financially responsible, hardworking, and self-sufficient.

Baby Boomers (1946-1964)

They are elderly and prefer traditional methods of communication. They like in-person conversations and being appreciated through awards and ceremonies. They love structure and order with a strong sense of company loyalty. They don't change jobs as frequently as the generations that come after them.

Silent generation (born between 1928 and 1945)

This generation upholds strong values. They went through hardships and this makes them more financially responsible. Compared to the other generations, they are the least familiar with the use of technology.

Understanding and Managing Different Generations

To lead and manage a team, you need to know and understand them first. Know how they work best, what motivates them, and how they can gain fulfillment at the workplace.

Know their strengths and weaknesses and how they each can work together. A powerful workforce is one that draws on the strength of its diverse team. You're better together, and you can be the best in your field through diversity and unity. Here are some of the actions that you can take to help the employees from different generations bring their best to work.

Create Conversations

Create an environment where the team can communicate and understand each other. In an informal setting, provide snacks and encourage questions that allow them to open up. As they relate to each other they'll understand each other better. If any issues crop up, create a channel where they can express concerns and you can mediate.

Understand Them Fully

As a team leader, you need to know what your employees need in terms of benefits, work arrangements, the issues that affect them, and how they influence them in the workplace.

Employees straight out of college might be looking for salaries that are sufficient enough for them to pay off college debt and save to have a good life. Those with young families are more interested in healthcare benefits while older generations are concerned about retirement benefits and healthcare coverage.

Appreciate Their Effort

To give employees a sense of belonging and appreciation, acknowledge their efforts. Employees from each generation bring with them a set of skills, knowledge, and stamina that can be beneficial to your company. Don't miss an opportunity to appreciate them for the value that they bring. Also, create a balance to show that all members of the team are valued equally.

Group Learning and Teaming Up

The best way for the employees to learn how to work together is when you team them up. Group them into diverse teams so they can learn from each other. Organize training that transfers knowledge from older generations to younger generations. And through their interaction, employees from older generations can get fresh insights into their field of work.

Do Not Stereotype

As you interact with and manage your employees, do not stereotype them. You should see them as an individual and not as a member of a specific generation. By doing this, you won't cloud your perspective. You'll see them for who they are and not the traits that the generation they came from are known for.

Lead Through Generations

The main goal is to create a sense of unity despite the diversity that exists between employees from different generations. They should value each other, learn from each other, and bring out the best in each other.

If you learn how to manage a generationally diverse team, you'll have a powerful workforce that will help you become a market leader. Your employees are the face of your company. Embrace their differences, capitalize on their strengths, and you'll see the company grow at a faster pace.