At a recent executive team meeting, the conversation turned to our salad bar. We brought in the salad bar as another value-add for our group, in addition to our nine-foot putting green, basketball machine and desk-sized versions of games like 4 in a Row and Checkers. The intent of our executive team in bringing these games to our offices is twofold: 1) It allows our team members to blow off some steam, and 2) it helps foster an enjoyable work environment where people can interact in ways other than for work — which helps people get to know a little more about each other.
Something interesting happened in the course of the conversation. A few of the older workers were a little dismissive of the games, and a team member muttered about professionalism at work versus "play time."
That conversation brought me to the realization that integrating people from different generations is not easy. On my team, there are people in their 50s who work closely with people in their 20s, and it occurred to me that it's important to understand each of the generations on the team to then figure out how to create a culture that works for everyone.
Generation X
As children, members of the generation were considered "latchkey kids" because of the time spent alone while both of their parents went off to work. Because of those experiences, Gen Xers generally prefer to work independently, tend to be pragmatic and have a low trust of authority. As business professionals, one survey found that 41% of Gen X consider themselves entrepreneurial.
Millennials
On the other hand, millennials want to collaborate and spend time in a peer environment as they work toward a common purpose. This group of workers enjoys technology, having been raised at the beginning of the digital age. They also want to have flexibility in their work environment around value-added perks like a less-rigid work schedule and working from home. However, millennials prefer the companies where they work to be accountable and give them a structured environment.
Generation Z
Fully immersed in technology from birth, Gen Z is motivated by being social. They do well with consistent feedback and discussions, the latest in technology and flexible work environments. They are a group that prioritizes social recognition because of a life spent on social networking platforms. Gen Z also appreciates experiences, cares about social causes and demands transparency in all aspects of their lives, including work.
Working with intergenerational teams requires thought and consideration, but it’s possible to have success, especially with the diversity that various generations bring to your work environment. A few of the following principles help my team and I make sure that we are respectful of different workers and also capture their motivations and mindsets based on the shared experience of each particular age group that drives the whole of our business.
1. Put Away Any Labels
The first place to start when you want to consider ways to make your intergenerational team work cohesively is not to assume anything or label people. Yes, the likelihood is that someone from Generation Z enjoys technology, but if you think that a Gen Xer doesn't, that's a mistake. Members of all generations understand that it is essential to learn technology to remain marketable, and many also enjoy it; therefore, don't make assumptions. Treat all of your workers, no matter the generation, the same.
2. Find The True Experts
Every day, countless articles are written about leadership and team dynamics. Some are excellent, and others, candidly, are just clickbait with screaming headlines and little substance. If you're looking to understand how to manage groups of different generations effectively, then read articles by reputable experts in authoritative publications, or purchase books based on the experiences and expertise of real thought leaders in the management field.
3. Keep Your Eye On The People
Your team is a group of individuals and people with hearts and minds. Even if you get the best information from the most credible sources, in reality, some of the strategies may or may not work for your company. When you consider what ideas you will be bringing into your business, think about the living and breathing people on your team. Every group of people, and every business culture, is different. Consider what can work in your company, and think about the people in your company. If it makes sense for them, then try out an idea or two, but remember that not every suggestion will work for your particular team.
4. Discuss Generational Differences
Encourage an open and transparent atmosphere where essential issues are discussed, such as intergenerational collaboration at work. If you don't think you have the skills to lead a structured conversation about intergenerational workers, hire a trainer to facilitate a forum on age diversity. When you openly talk about generations and people can speak about their experiences and also discuss similarities and differences, you have the opportunity to create a respectful environment based on the understanding of other people. Don't assume that people in their 20s have experience working with people in their 50s or vice versa.
5. Foster A Learning Environment
Create a culture at the office where learning new skills and ideas is not only tolerated, but supported and encouraged. Sure, new technologies are vital for all employees, but there are many other things that people of different generations can learn and share, together. Learning can involve customer relations, writing, leadership and management training. If you're a manager, think about creating a learning environment where all generations can bring their expertise and experiences to assist each other.
When you promote an environment that celebrates diversity, even in age, your company will benefit from the experiences that people bring to the table, and that will only make your company much more successful. It will help you create better products and services because you have a culture that celebrates the many, and not the few.
