Using generational differences to manage smarter
Since people are staying healthier and living longer, retirements are getting pushed back—this makes for a pivotal change in the workplace wherein many businesses now have four quite distinct generations in their workforce (some even have five if you have a holdover or two from the Silent Generation in your ranks). As you’ve probably already come to realize…
…trying to manage those in different generations can be an incredible challenge…
but if you focus on their generational strengths, you’ll unlock everyone’s potential and create better employees and a smoother running business.
The four major generations occupying the current workforce are Baby Boomers (1945- 1964), Generation X (1965-1980), Millennials/Gen Y (1981-1995), and the youngest cohort, Gen Z (1996-2012). Of course, some significant differences will exist from person to person even in the same generation, but these overarching personality traits are an excellent place to start when revamping your management style.
Baby Boomers
About 2/3 of workers in the Baby Boomer generation have retired in recent years,
so the acute differences between them and the younger generations are becoming less significant, but it can still be troublesome if you don’t manage them correctly.
Boomers tend to prefer a classic work structure with more formality, regular meetings, and frequent face-to-face interactions, as well as team projects. They are competitive, loyal, define themselves by career title and accomplishments more than other generations, and many baby boomers believe that the younger generations’ work ethic is lacking.
They are largely motivated by classic incentives like money, titles, retirement assistance, and respect, so the ability to climb the ladder and consistently advance is essential. Also, consider having them mentor a younger millennial or Gen Z employee as a way to fuel their hard-working nature and appreciation of prestige.
Gen X
Gen X tends to get lost in the fold between debates involving baby boomers and millennials, but while they may be quieter than their surrounding generations, rest assured, they are getting things done. They tend to be more independent and self-reliant, are skeptical of authority, and are greatly adaptable while aiming to make a real impact in their organizations. Gen X invented the idea of a work-life balance, and are greatly driven by that, as well as a more casual company culture and lack of micromanaging.
To appeal most to those in Gen X, make them the point person for individual projects and keep in mind that this generation doesn’t consider their job the most important thing in their lives, so if possible include perks that will enhance balance like flex scheduling, telecommuting, vacation time, or even daycare options for younger Gen Xers. And while communication is highly valued, keep a more hands-off management approach when you can.
