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Today, millennials – those born between 1980 and 2000 – represent about half of the workforce.
This figure is expected to balloon to 75% within the next decade.
There will be plenty of conflicts due to contrasting values going head to head.
Rather than allowing the age gap to become a problem, you and your business can employ a series of measures to properly manage generational differences in the workplace.
The latest statistics from the US Labor Force shows Millennials or Generation Y has surpassed Generation X as the largest generation working in America.
It is also true that for the first time in history, some workplaces have four generations working alongside each other – the Silent Generation, Baby Boomers, Generation X and Generation Y.
Grew up with fewer rules and a more nurturing environment.
They lived in generally prosperous times but experienced high rates of layoffs. Are well known to “live to work” and excelling in their career.
Baby Boomers rebelled against the conformity of the traditionalists. They put personal gratification above group sacrifice of the generation before.
Boomers tend to believe that success is only achieved through hard work (long hours) and playing nice but being competitive.
Many Millennials grew up attending day care, with very involved “helicopter” parents.
Prosperity has increased over their lifetime, and a very common saying with the generation is “Live, then Work!”
Generation Y is achievement oriented, wanting to build parallel careers, modeled by being experts in multitasking.
This is in no way meant to provide a complete list of
how to manage generational difference. It is an evolving
learning process.
The complexities may be aggravated by new
technology and work patterns, mixing workers of
different ages in ever-changing times, and societal
influences.
Each generation approaches their work differently, each providing strengths the other does not posses.
A clear goal and expectations puts each generation on an even playing field.
No need for micro-managing just set the goal and expectation.
A benefit you will see is how goals and expectations help to resolve problems without dampening enthusiasm.
Encourage each generation to mentor the other.
Each provide different strengths, experiences and knowledge of today’s technology.
Inclusion helps to use those differences as leverage to maximize results.
In addition, most employees’ value being included versus excluded. Inclusion equals teamwork. Teamwork leads to achieving results faster.
If there is a better way to do something, take the suggestion.
Although four generations may be part of the team, the right idea should always be taken.
Tradition would tell you to take the point of view of the most senior in the room. Wrong.
Taking the opinion of the senior most person in the room when a better one is presenting may very well lead you to slower or no progress.
Gen Y tends to look very much at the workplace as somewhere that they can make a difference in the broader world.
This has caused companies to look harder at why they exist and how they can contribute in a much broader context. (Think sustainability, green initiatives, global climate change, etc.).
Managers and leaders who recognize that will motivate and retain these folks much better than those who do not.
Staying respectful, flexible and understanding.
Avoiding stereotypes.
Being open to learning from others and helping them to learn from you.
Adapting your communication style.
Focusing on similarities between individuals, rather than on generational differences.
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