Exploring multiple generations in the workforce
6 KEY TAKEAWAYS
Katherine Jeffery shared six tips that can be applied to help bridge the gaps & build generational intelligence:
- Mind your message. Perception matters more than intent.
- Offer guidance, not control. No one wants to be micromanaged. Use feedback wisely to motivate people.
- Ditch one-way reviews. Be open to feedback from employees. This helps you learn & grow as a leader.
- Boost your EQ. To understand employees, leaders must first understand themselves.
- Speak the language, but do it carefully. Acknowledge that what makes sense for one generation might not for another.
- Check your reflection. Consider how others are experiencing your leadership.
A major accounting firm in Chicago hired a 31-year-old to take the company into the future. He had it all—knowledge, experience and charisma. However, at the big project launch meeting, he was nowhere to be seen. Why? When he answered the phone, he explained it was a beautiful day and decided to call in from the lake.
“When I tell this story, I usually get one of three responses,” Generational Strategist Katherine Jeffery, Ph.D., shared at the HealthTrust Connect conference in November. “It’s either anger, confusion or ‘I would have done that too.’ ”
The workplace has never been more diverse in age—and, according to Jeffery, that can be both a strength and a challenge. These different perspectives or tensions happen everywhere because, for the first time in history, there are five generations working side by side:
Generations as islands
“When you have a multigenerational team, you can’t expect that each group has the same preferences, values and ways they want to communicate,” Jeffery explained.
She challenged attendees to think of each generation as an island with its own language, clothing, set of customs, food preferences and other cultural norms. If a person were to plan a trip to one of these islands, an essential first step would be learning and understanding the culture.
Jeffery believes organizations should work in the same way to understand the various generations to ensure everyone is moving in the same direction toward success.
Why it matters
Studies show that generational tensions can impact an employee’s productivity and ability to succeed. For instance, Jeffery pointed out that tension between baby boomers and millennials decreases productivity by 12%. However, when they work well together, multiple generations in the workplace tend to be high-performing contributors. Forbes suggests that teams with only a 10-year age span meet or exceed expectations 37% of the time. Yet, teams with a 25-year age span or more (a multigenerational team) meet or exceed expectations 75% of the time.
Figuring it out
So how does one learn another generation’s “culture,” build bridges and foster a productive environment? According to Jeffery, leaders must first understand how the world has changed over time. “Many traditionalists didn’t have indoor plumbing growing up, whereas Gen Z has never known a world without the internet,” she noted. These two generations have experienced life very differently.
As systems and technology have evolved, so has communication—from popular expressions used by older generations such as “groovy” to newer acronyms like “YOLO” and, more recently, emojis. Something as central as communications moving to digital also presents its own challenges across the generations.
Email can be a significant source of tension on multigenerational teams. “Often, younger generations feel baby boomer emails are too long and won’t take the time to read them,” Jeffery explained. “Millennials, on the other hand, may only reply to an email once they have gathered all the necessary information—leaving baby boomers confused by the delay.” When generational tensions arise, taking the time to talk and learn about each other is critical for success.
Did you know?
- 80% of global leaders admit that a multigenerational workforce is key to growth.
- Less than 50% have included age in their culture & values initiatives.
- Over 95% of employers have not implemented specific strategies to ensure they have a workplace where every generation feels included.
Learn more about the generations across your organization and access free resources at katherinejeffery.com
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