A few weeks ago, my dad and I had a discussion about respect in the workplace. We talked about how difficult it is to manage across generations when you are much older or younger than your team.
How to Manage a Multi-Generational Team
To realize the benefits of a generationally diverse workforce, we need to learn how to appreciate our unique preferences, habits, and behaviors.
August 31, 2021
· Long read
HBR Staff/Getty Images/Oleksandr Hruts/Aleksandra Sokolovskaja
Summary.
Today’s workforce includes members of five different generations. This presents managers leading multigenerational teams with many opportunities — and even more challenges.
- When we fundamentally can’t relate to someone because they are so much younger or older than ourselves, it’s hard to see things from their perspective. We often resort to using harmful stereotypes and blame solvable problems on one another instead of working to understand the differences that distance us.
- To realize the benefits and power of a generationally diverse workforce, we need to learn how to collaborate and appreciate our unique preferences, habits, and behaviors. Managers can lead the way.
- First, encourage your teams to communicate their preferences openly. Just as there is no right or wrong work style, there is no right or wrong method of communication. Different generations may prefer one method over another. You need to help your team find a middle ground.
- Next, respect boundaries. A wider representation of age groups at work has introduced new beliefs and values into the office. The most challenging feat you may face as a manager will involve respecting the varied values and boundaries of each of your team members while upholding your own set of boundaries and ground rules.
- Finally, don’t play favorites. During meetings, go the extra mile to make sure every voice is heard and considered, regardless of someone’s age or level of seniority. You need to create an inclusive decision-making process that encourages open dialogue and psychological safety.