Many organisations have a multi-generational workforce. Stereotypes associated with each of these generations can be harmful to fostering an efficient and positive workplace. As an organisational leader, it is important to recognise where some generational gaps exist, build bridges and not allow stereotypes to negatively impact employees or your leadership strategy.
Recognising Differences and Similarities Between Generations
Stereotypes do come from somewhere, but relying on them to understand your employees can be harmful. Differences between generations can be beneficial when leaders accommodate them instead of valuing one over the other. However, employees across generations often share similar values that they may not be aware of.
In an interview, global talent leader Bryan Hancock said, “At some level, people are people. They want to have meaningful work. They want to have real connections with their coworkers and their managers; they want what they’re doing to have broader purpose; they want to be fairly compensated.”
It is important to get your more resistant employees to realise this. Everyone must find similarities with one another to foster a more bonded team, rather than one that relies on generational stereotypes.
7 Ways to Engage Multigenerational Workforces Without Stereotyping
Stereotypes can be harmful. They do not serve workplaces because employees are not benefiting from feeling alienated from their co-workers, especially when a generational gap is involved.
Given that 73% of senior business leaders have a multigenerational workforce but 39% find it challenging to manage collaboration and communication in this type of environment, understanding how to connect employees across age groups is vital. There are many ways you, as a leader, can foster workplace relationships between people of different age ranges without letting stereotypes get in the way.
1. Embrace Learning
One stereotype is that older generations do not want to learn anything new, whereas younger ones think they know everything. This stereotype is harmful because all generations actually do want to learn and grow.
This can be facilitated in different ways. Younger generations can offer innovative, new ideas, while older ones can share the wisdom they learned on the job. Leaders should foster this by rewarding employees for giving and gaining knowledge.
Rewards can take the form of recognising workers during company meetings or encouraging the sharing of knowledge on the company’s social media pages. Recognition is a great reward in the workplace and encourages employees to continue sharing their expertise and tips while also realising they can learn from other generations.
2. Keep a Positive Work Environment
Another stereotype is that younger generations are the only ones who value a work-life balance, whereas older generations learned to tolerate being stuck at the office all the time. The reality is that all employees benefit from a good work-life balance. It often inspires them to work harder during work hours if they have a thriving social life or fun hobbies to look forward to.
As a leader, encourage employees to practice wellness through self-care, exercise or any other activity that makes them feel better. You can also offer classes or host activities that promote wellness or foster a sense of community. Events like this encourage employees to talk and realise they are actually very similar.
3. Emphasise Respect
Older generations often label young people as disrespectful. This is a harmful stereotype and discredits the fact that all generations value respect, especially in the workplace. A leader should emphasise respect because employees often leave organisations if they feel they are not receiving respect, especially when proposing new ideas or voicing their concerns.
Recognising areas where disrespect might occur and taking action is beneficial for every employee. Fostering a culture of respect among colleagues is crucial to maintaining an efficient workplace where employees are satisfied.
4. Share Values
Employees of different generations often hold the stereotype that they do not share the same values as their colleagues of varying ages. However, most workers actually share the same values, such as happiness, love and family.
Leaders need to highlight these similarities to employees. This can create deeper connections and friendships between co-workers of different generations. It also might help them feel more like equals.
5. Give Feedback
People generally assume that younger generations are the only ones who value feedback and want it after every project they do. However, all generations actually want to hear how they are doing and find ways to improve their work.
Leaders can help employees reach these goals by offering coaching or mentoring along the way. When employees have a career mentor, 90% feel more satisfied in their jobs. This sense of accomplishment can inspire them to continuously produce quality work and improve the organisation’s efficiency.
6. Create a Safe Culture
Many stereotypes stem from people thinking that other generations either have nothing to offer or are unwilling to share their knowledge with others. Creating a safe culture that fosters open communication among workers can help eliminate many of these assumptions.
For instance, younger generations who are fresh out of college or high school might have some new ideas that can improve the workplace. They may also have a fear of making mistakes, which older generations can help alleviate by sharing their own stories of setbacks.
Leaders who create a company culture that feels safe for all generations to share ideas and wisdom help eliminate some stereotypes employees carry and instead allow them to bond and grow from intergenerational experiences.
7. Retain Talent
Every generation has talent and a desire to succeed, not just younger generations with their whole lives ahead of them. Older generations still harbour the desire to advance within their company or enhance their work in some way.
To gain, retain and develop talent across generations, multigenerational expert Lindsey Pollack advises leaders by saying, “Become a leader that embraces all age groups. It’s a choice to see generational diversity not as a problem or a challenge to overcome, but as an opportunity to embrace.”
Leaders must offer every employee opportunities for promotion, recognition and fair pay. This will inspire them to remain at the organisation and continue to utilise their talents to enhance workflow and improve the quality of their work.
In Conclusion
There are some differences between generations in the workplace. However, relying on harmful stereotypes to categorise employees does not enhance workplace morale or efficiency. There are many ways leaders can combat these stereotypes and foster an environment where everyone feels seen and supported.
Author: Eleanor Hecks – Editor-in-Chief of Designerly Magazine
Photo credit: Kate.sade on Unsplash
Good info. Might even follow some pointers from here in my company. Here we use employee engagement software from https://www.kudoboard.com/employee-recognition-software/