How to Manage a Multi-Generational Workforce

Generational personal effectiveness skills are varied. When building a collaborative team in your workplace, do you intentionally harvest these generational skills, trends, and aptitudes? Or do you try to make everyone fit your cookie cutter?

If hearing this hurts, it's probably necessary to hear. Intentional leadership is proactive, identifies personal and generational skills, and assembles these aptitudes to force multiply success in any organization.

Multi-Generational Workforces:  a Constant Presence and a Perpetual Challenge

It seems like everywhere I go, and in many organizations we at JRCI serve, there are challenges with multi-generational workforces. I suppose when you think about it critically, that makes sense. Each generation has a preferred way of doing things, has a determined set of values and judgments, and believes their way is best. It all makes good common sense, but it's a recipe for catastrophic failure for any organization (which also makes good common sense).

So then, the question begs:  what can you do as a leader of these multiple generations in the workforce to drive alignment, engagement, and force-multiply the total effect of your teams?

Challenges can arise due to differences in communication styles, general work practices, collaboration, and expectations from employers. These differences highlight how creating an environment in which all generations can work together harmoniously can be difficult.

UMassglobal.edu 2023 refencing material from SHRM

Most organizations are struggling with this awareness, "Houston, We have a problem," and have delayed adapting to this situation, which will not go away. Multiple generations coexisting in the workforce with competing needs and wants will all have to find peace, fulfillment, meaning, and purpose by appreciating the value each generation contributes. True collaboration. So here is my BIG idea: the wealth of perspectives, skills, abilities, innovation, wisdom, and work styles add value to the total team capacity.

Benefits of Age Diversity

Leaders of people must instill in their teams that everyone matters and all generations add value to what we do. One generation is not better than another. All contribute and matter if we are to be engaged at work. Paramount is developing elevated communication, adaptability, respect and candor, emotional intelligence, inclusivity, and a mindset of appreciation. It is not about getting all generations to think and behave the same way; it is more about getting all ages in our organizations to understand and appreciate each other for their contributions.

"It is not about getting all generations to think and behave the same way; it is more about getting all generations in our organizations to understand and appreciate each other for their contributions."

Jeffrey A. Rogers, CPMBC

All too often, leaders try to demand conformity and miss the opportunity for innovation, creativity, and new ways of thinking and behaving. Evolution. I am not at all suggesting the abandonment of SOPs and documented systems. I know you understand that, but I am suggesting flexibility, which will go a long way. So, where do we draw the line? This seems like a reasonable question. Answer: Where it makes sense. However, with elevated communications, well-thought-out costs-benefit analysis, and short- and long-term implications, combined with the effect on organizational culture, they must all be factored in.

It sounds a bit complicated because it is, and that is why most leaders of people have ignored, hidden from, or avoided this relevant dilemma in our workforce for far too long. It is not about capitulating, giving in to popular demand, leading from weakness, or any other conjured defense. Instead, this is about leading people through a modern and complicated age, and it will not get any more straightforward. Nor will it get easier. Your mindset and adaptability as a leader are now more essential than ever for engagement in your organization.

For me, the next step is understanding the generations we are dealing with and identifying the specific challenges we face in our workforce.

Generations of the Modern Workforce

To gain clarity of the bigger picture we need to first understand who is a part of the generations.

2024 Generational Classification Chart

Above are the name, birth date range, and general age descriptors of the 6 generations in the modern world, and workforce. Each of these generations provides positive and challenging dynamics to the work environment. The trick is understanding these trends, not stereotyping individuals based on their birth date ranges. We know it is never a good idea to label people with broad strokes, but it is good to understand trends better and improve results.

We combine art and science with this concept—science in sound informative data and art with improved sophisticated decision-making and behavioral implementation.

Maximizing the Value of Your Multi-Generation Workforce

As a leader, what should I be on the lookout for with generational diversity in my workplace, and what can I do?

The above chart provides at-a-glance considerations and foundational action planning. The fact is, this effort is complicated and requires tremendous work from all stakeholders involved. There are a few critical takeaways I wish to land.

At the very foundation, the modern workforce requires you to meet your people where they are. This we know. They, in kind, must meet you there, and you both must work together to meet customer expectations, provide organizational sustainability, improve profitability, and build a harmonious work environment. It is not on your back alone; this is everyone's deliverable. It is your responsibility as the leader of your organization to set this expectation.

The strategies, tactics, and people who helped you succeed at this level will not be the strategies, tactics, and people who will help you find the next level of success.

Jeffrey A. Rogers, CPMBC

Managing your Multi-Generational Team:  Action Item

Refer to the generational classification chart above and begin your unlearning process of old ways to communicate and behave.

Learn more, do your generational tendency homework, and what does each generation contribute to your organization? Do you know? We will provide more JRCI BTTs on this topic, illustrating each generation's contributions and challenges. Stay tuned!

Sit down with each person individually; do not stereotype. Show them you care.

Develop an action plan moving forward with each team member, allowing them to flourish and contributing their unique "-ness" to the equation. Provide fulfillment and meaning for them at work. Everyone wins!

What do you require now and moving forward that you currently lack? We have provided you with a great place to begin. Stop swimming upstream, harness the generational greatness in your organization, and thrive. Your management of resources is necessary for success currently and in the unknown future. The good news is that you will be ahead of the curve with proactive generational management in the workplace. You know what to do, now do it; you will be happy you did, and so will they!

Harvesting Generational Skills to Develop Your Business

Generational personal effectiveness skills are varied, and you are on the way to harness those skills in your organization. When building a collaborative team in your workplace, you will now intentionally harvest these generational skills, trends, and aptitudes. You will create harmony and eliminate unneeded stress in the workspace.

Remove your cookie cutter and help make everyone fit your systems better with strengths contributions. You know what to do!