Today more than ever, our clients are challenged by collaborating with coworkers who bring different perspectives to the team. Many blame this on the generational influences of the four generations in the workforce: Baby Boomers (born 1946 to 1964), Generation X (1965 to 1980), Millennials (1981 to 1996), and Generation Z (born 1997 to 2012).[1]
Stereotypes of each generation are everywhere. Some are generous. Others are demeaning. All are overstated and inaccurate since we are, after all, people – unique and varied beyond labels. At the same time, each generation has different experiences with work, family, and technology. Some of these differences fuel the stereotypes.
Too often, instead of trying to understand and value each other, we use over-simplified generalizations to make judgments, assign blame, and dismiss one another. This fosters mistrust which always erodes relationships and, ultimately, our performance.
The remedy: curiosity, a genuine desire to learn, and real effort to build relationships. We are much more alike than different. So how do we work together more effectively? Here are three places leaders can start:
1. Communicate openly: listen and ask questions.
Many of our team challenges come down to different communication styles and preferences. How do we conduct meetings, give and receive feedback, hold each other accountable, and resolve conflict? What are appropriate protocols for email, virtual meetings, phone calls and other ways we share information? As Megan Gerhardt, the author of Gentelligence, says “. . . we shouldn’t expect our reasons for approaching work in particular ways to be clear to people who have grown up and started their professional lives at different points in time.”[2]
Great managers invite team members to state their preferences and dialogue to reach agreement about how the team can communicate most effectively. There will likely be many different preferences, but there are no right or wrong communication styles. Everyone should have a voice, but should also be ready to stretch beyond their comfort zone. The leader’s job is to find the middle ground, clarify communication protocols for the team, and ensure each member’s buy-in to the team’s agreed-upon norms of communication.
2. Explore common values and purpose.
One of the best ways to break down generational barriers is to find common values and interests and set goals that give the whole team a shared sense of purpose.
This effort might include a volunteer opportunity that everyone can support. Working together as volunteers will build trust and camaraderie, particularly if we make it fun.
When developing team goals, find ways for each colleague to express their opinion. Don’t just set the goal; articulate goals so the whole team is represented. Perhaps even assign specific tasks so everyone is included.
In team meetings, include icebreakers that allow team members to share what they are passionate about. Or, invite team members to share one thing for which they are grateful. This eventually might become an invitation to express appreciation to each colleague. Personal and positive conversations help teams break down perceived barriers and strengthen bonds.
3. Mentor across age groups.
Take advantage of the work experiences and abilities of people from different generations. Allow them to mentor each other. A younger employee can help an older colleague with new technology. Older team members can help younger ones understand the company culture, strategic initiatives, or client history.
As we continually focus on the strengths that various generations bring to work and our team, we are reminded that we are all working together. Together we are stronger and more effective as a team.
Lynne Lancaster offers a fitting conclusion: “Everybody wants to show up at work and do some meaningful work that they care about with co-workers who they like and trust and have their backs. By getting to know the generations, I hope we can achieve that, because we all bring this array of magic into the work we do.”[3]
[1] https://www.pewresearch.org/short-reads/2019/01/17/where-millennials-end-and-generation-z-begins/
[2] https://nihrecord.nih.gov/2022/06/10/expert-gets-us-talking-about-generations
[3] https://hbr.org/2021/08/how-to-manage-a-multi-generational-team