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There is currently a large gap in generational representations of the workforce. Leaders find it difficult to close this gap. This can be due to many factors, including experience, age, technology, attitude and environment.
The Baby Boomers have overcome many challenges worldwide. Their perspectives are very different from those who were exposed to wars and other conflicts. They expect their fellow players to be consistent, adhere to the rules and follow their lead. They aren’t equipped with modern technology. Their mindsets differ from Gen X, millennials, and centennials. Gen X is sandwiched between Baby Boomers, millennials and other generations and it’s more open-minded and more ready to work with the older and younger generations.
The Millennial generation is highly intelligent, ambitious and smart. They can be technologically adept and flexible. They can be aggressive and will often break the rules. They are not happy to be micromanaged. They are open to learning. Because they are aware that there is not permanent employment in the world, employability is what they value. They love to be curious, and they ask a lot. They are often called “Generation Why” because of their curiosity. These people are rebellious, and often challenge traditional schools of thought.
These behaviors are not as popular with Baby Boomers and Gen X. They feel there is little loyalty to organizations among millennials, and that they are more focused on their own goals than the others. They are partly correct if we consider the viewpoint of millennials. The world has changed and so have the expectations of millennials. They have different expectations and goals. Their outlooks and aspirations are different. They both belong to the modern school of thought that is relevant for today’s global environment. It is important to understand millennials. Gen X and the Baby Boomers need to look back at how they treated their elder generations as children.
The Undisputed Truths About the Millennial Takeover
Leadership style for generations
A unique style of leadership is required to lead different generations. This style can also be called generational leadership. This leadership style is based on generational differences. To get tasks done effectively at work, it applies different strategies to different generations. It emphasizes a soft leadership style, which is a relationship-oriented leadership style. Therefore, it is important to examine generational leadership styles at work.
Every generation has unique skills, knowledge and abilities that can be shared across an organization. Organizations can benefit from looking at the similarities and not their differences. Organizations can look beyond their flaws and instead of focusing on their strengths, appreciate their contributions to the organization. They must be imparted with leadership-development training programs to emphasize the advantage of generational diversity. Handpick each generation’s trainers to ensure that all generations receive leadership training.
Similar: Gen Z expects employers to treat them differently. This is how to bridge the generational gap
Chief executives’ role in bridging generational gaps
The millennials place more emphasis on the end and not the means. They are more focused on outcomes than actions. They don’t care about how or if they succeed. These attitudes and approaches aren’t appreciated by older generations. This leads to conflicts of values and ethics.
Senior leaders and CEOs must figure out how to manage millennials. Their expectations and attitudes are very different. It is essential that they anticipate the millennials’ dominance of the global workforce. The adaptability, ability and flexibility of the millennials can make older generations feel insecure at times. It isn’t a new phenomenon. There is always a gap among generations. The gap between the millennials, and other generations, is large due to technology’s rapid growth, which has resulted in different core values and systems. Generational conflicts arise from differences in egos and values. Senior leaders and CEOs must be aware of the challenges facing them to close the gap between generations.
Global organizations can help bridge generational gaps
Because employees from different generations work together for many years, global organizations need to make efforts to close the gap between the generations. These differences can lead to conflict and exacerbate. This is a challenge that senior leaders need to address by implementing various strategies with earnestness.
- Managers and leaders can change their perceptions.
- To help other generations understand and appreciate their expectations and aspirations, encourage each generation to share them.
- Encourage all generations to contribute their knowledge and experiences.
- Encourage cross-generation interaction through leadership-development training programs regularly. Encourage experts from all generations to meet with each other and appreciate the commonalities.
- Encourage reverse mentoring and create cross-generational groups to allow older generations to benefit from the knowledge of millennials. Mentoring and coaching is a great way for older generations to bring their expertise and experience to millennials.
- To connect different generations, organize activities at work.
- To create generational harmony, build generational empathy
It is great to work with different people. Different people think, behave, deliver and act differently. The millennial generation doesn’t want to be micromanaged. They prefer to be able to discover for themselves by trial and error. Technology is their support to learn and explore new areas. They are less likely to consult their elders and more reliant on technology for finding solutions.
The world is familiar with generational differences. These differences existed in the past and they will continue to exist today.
Due to the generation gap there is often conflict between children and parents at home. This can lead to clashes in the workplace which negatively affect productivity and performance. Parents must be patient and restrained with their children, and the older generation should also show patience and restraint with millennials. The older generation must be able to empathize and understand millennials. It is important for them to reflect on how they treated their older generation when they were younger like the millennials. Most workplace conflicts can be avoided if older generations are able to empathize and understand millennials.
Similar: From X To Z: Networking Across Generational Gap
It is important for older generations to understand current reality and be able to work with millennials. To create an environment that is healthy and adds value for all parties, they must be open to change. To build international organizations, all parties must work together, educators, employers, and the older generation.
To overcome differences between generations in the workplace, there is no one-size fits all approach. Different strokes should be applied to different generations by leaders. It may be different from what worked in the past. It is urgent to accept change and look at different generations with a fresh lens in order to foster generational harmony. To connect emotionally with generations, look for commonalities and acknowledge differences between them. This will help you achieve organizational excellence as well as effectiveness.
Publiated at Tue 27 July 2021, 16:47:04 (+0000).