Multigenerational team? Make it an asset!
In many companies, a team is no longer a group of people from one generation who have similar experiences, ways of thinking, or work expectations. Nowadays, more and more responsible and important tasks are also assigned to younger employees. Consequently, teams in companies are a real multi-generational mix that somehow needs to be tamed.
In this article, you will learn a little about managing a multi-generational team.
1. Understanding the differences between generations
The first step in managing a multi-generational team is to understand the differences that exist between the individual generations. Managers should be aware that, for example, employees from Generation X may be more loyal to their employer, while employees from Generation Y may be more interested in developing their career.
Effective communication is a key element of success in managing a multi-generational team. Each generation prefers a different communication style – older employees often prefer face-to-face conversations, while younger employees use modern tools such as email or messengers.
Employees in a multi-generational team have different work expectations and motivations. A manager should know the motivations of each employee to provide them with the appropriate working conditions and encourage them to achieve better results. For example, older employees usually value job security, favorable working conditions, or career advancement prospects. At this age, they often have an established professional position and focus on continuing their career. Younger employees, on the other hand, often appreciate professional development, task diversity, and the opportunity to gain new experiences, as well as flexibility and freedom in performing their duties. They often also pay attention to additional benefits, such as training, motivational programs, or the opportunity to work remotely.
4. Management style
In the case of a multi-generational team, it is essential to adapt the management style to the needs and preferences of each generation. For example, an older generation of employees may prefer a more authoritarian management style, which will provide them with a sense of stability and structure. Younger generations, on the other hand, may prefer a more flexible and consultative style that allows them greater involvement in decision-making and influence on the company’s development. The key to success is understanding the preferences and needs of each generation and adapting the management style to achieve common goals.
5. Valuing Diversity
A multi-generational team has many differences that can lead to conflicts. The manager should be aware that diversity in the team is a valuable asset and should work to promote respect for differences and build a team culture based on valuing diversity. For example, the exchange of experiences between younger and older employees can significantly broaden their horizons and look more broadly at certain issues.
In summary, managing a multi-generational team is a challenge, but at the same time, it is an opportunity for development and building more balanced and open organizations. It is crucial to understand the differences between generations and get to know their motivations and ways of communication.
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