The office is a complicated place for managers right now. First of all, that word “office” — what does it even signify today? It’s more than the space between four walls cement walls. It now encompasses corporate-owned locations, coworking spaces, and people’s home offices, living rooms, and dining room tables.
If that weren’t enough, the office is also home to a wide expanse of people. Five generations now occupy the business world, and managers need to have a plan to navigate each group or risk a number of consequences, from frustration to failure.
The 5 Generations
Five groups inhabit the office:
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The traditionalists: Those who are between 76 and 99 years old.
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The baby boomers: Workers ranging from 57 to 75.
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The Gen Xers: Anyone from 41 to 56 years of age.
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The Millennials: The 26-year-olds to 40-year-olds.
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And Gen Zers: The youngest of the crop — ages 25 years and below.
Manage people, not age groups
We could spend our time today discussing the common behaviors of these groups. But that so often devolves into age-based stereotyping, even when it’s meant to be positive.
Instead, I’d like to discuss a people-based approach to managing the multigenerational workforce. When managers are mystified by generational differences, they’re actually confronting differences in humans. Sure, these differences may be informed by life experiences related to the year of their birth. But they could just as easily be related to the place where they grew up or the style with which their parents raised them.
My point is that generational gaps may create challenges in the workplace, but the origin of the challenge is less important than the way managers surmount the challenge. In an article for Harvard Business Review, Megan Gerhardt, the director of leadership development at Miami University’s Farmer School of Business, put it this way:
“Just as we wouldn’t expect our actions to be accurately understood or universally agreed with when we travel to other places,” Gerhardt said, “we shouldn’t expect our reasons for approaching our work in particular ways to be clear to people who have grown up and started their professional lives at different points in time.”
Communication is key. So is empathy and understanding. So don’t focus on generational gaps or any other cause of differences in the workplace. Instead, get to know the people you’re working for — unlock their strengths and weaknesses, and connect them with opportunities that will make them soar.
PeopleBest can help can help find the unique opportunities inside each of your people and unlock the potential inside all generations operating on your team. To find out how, book a demo and set up a time to chat with one of our specialists.
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