Have you ever felt like you were treated differently just because of your age? On today’s episode Andrea and Michelle discuss how generational labels being put on you can have a negative impact in the workplace and how companies should change moving forward. They dive into the different characteristics and qualities between generations, how to approach conversations around age, and what it means to be an effective leader for multi-generational teams. 

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Expand Your Leadership Skills.

Managing Different Generations in The Workplace: Is it Necessary?

Is managing different generations in the workplace really necessary, or are we all in the same boat when it comes to talent management? Answering this question might be more difficult than we think since there’s not a clear answer on where generation ends, where one begins, and if this makes any difference in performance.

We are all different and are affected in different ways by the events that happen when we grow up, so yes, we are shaped differently. Should those differences affect the work performance of our teams, and how should we manage these groups of people effectively?

In this Leadership Hustle podcast episode, Andrea Fredrickson and Michelle Hill dive deeper into this topic and explain why, no matter when we were born, we are all deserving of the same opportunities and management.

The Different Generations: Breaking Stereotypes

Why does intergenerational diversity sometimes pose challenges in the workplace? Well, first, we need to understand our current workforce. Right now, the working plane is occupied by Baby Boomers, Generation X, Millennials, and Generation Z, each bringing their unique perspectives and experiences to the table. But, we often make quick judgments about these groups. For example, we might think that Baby Boomers are tough and old-fashioned, not understanding the importance of technology or not balancing work and personal life.

We might also see Generation Z as unreliable, often ghosting their employers and not taking work seriously. Generation X and Millennials are not free from these stereotypes either. They are often perceived as people pleasers and ingenuine. These beliefs generate a stigma around the people we work with, affect the way we interact with coworkers, and create a negative vibe in the workplace.

Is Managing Different Generations in The Workplace Necessary?

Managing different generations in the workplace is a common practice, but we believe that it’s an unnecessary one. The reality is that every generation brings its own set of unique experiences and perspectives to the table. By focusing too much on generational differences, we may indeed create an unnecessary divide that hinders the free exchange of ideas and viewpoints.

But does this mean managing different generations is unnecessary? Not quite. Rather than dividing, understanding the nuances of each generation can improve communication, collaboration, and productivity. So, no, we don’t need to manage different generations; we need to create spaces for conversion and growth together as a team.

Collaboration is Power

When we separate our staff, we are setting people up for failure. Reducing human talent to mere generational labels can be a disservice to the individual and the organization. Instead, we should focus on harnessing the power of collaboration across generations. But how can this be achieved?

Engage with Younger Employees

Start by actively engaging with your younger employees. Ask them thought-provoking questions and listen to their ideas. You will find that they have valuable insights to offer, no matter their age.

Create a Safe and Appreciative Environment

Ensure that all employees feel safe and appreciated in their workplace. This not only boosts their morale but also encourages them to voice their thoughts without fear of judgment or bias.

Promote Cross-Generational Collaboration

Encourage collaboration between younger and older teammates. This not only fosters mutual respect and understanding but also facilitates knowledge exchange and creative problem-solving. This way, you are eliminating the generational stigma and the need to be managed differently.

Stop Managing Different Generations in The Workplace and Star Building Successful Relationships

Whether you're a Gen Z or a Baby Boomer, you can start collaborating with your colleagues to create more thoughtful and powerful strategies. Need help implementing effective leadership in your organization? Contact Revela Group today for tips and leadership mentoring.

About the Hosts

Andrea Fredrickson

Andrea Fredrickson is a thought leader and consultant at Revela, an organization based in Omaha, Nebraska specializing in the development of leaders, culture alignment, and business strategy for private and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. Andrea has built an amazing team by believing that fundamentally people want to be successful and become better versions of themselves.  

Michelle Hill

Michelle Hill is a master facilitator and coach at Revela, an organization specializing in the development of leaders and aligning the culture of privately held and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. 

TRANSCRIPT

Andrea Frederickson: When you look around your organization, do you see that there's somewhere between 3 and 5 different generations in the workforce? And the fact that we can talk about the generations is part of the problem. In today's episode of The Leadership Hustle, we're going to talk about the myths related to the different generations and the labels that come along with them. Hello and welcome to the Leadership Hustle. For executives whose companies are growing fast and need leaders who are ready.