Some businesses are faced with the unique challenge of managing a multigenerational team. This is a group of employees who range in age from the early 20s or late teens to those who are nearing retirement and may be in their early 70s. With each generation bringing its own set of ethics and expectations, companies might find that the work place is fraught with conflict and discord. Business managers are often tasked with the responsibility to navigate those expectations and conflicts. Fortunately, there are five manageable steps for meeting this challenge.
One: Establish Clear Expectations
Choose a handful of workplace rules or policies that apply to all employees. These might include completing a certain amount of work hours at assigned positions and then allowing employees to determine whether to come in before or remain later than those specific hours. With non-negotiable policies in place, managers are then able to negotiate other generational preferences.
Two: Maintain Open Communication
When generational differences arise, an open conversation with the involved parties may be an easy and effective way to decrease problems. Management professionals may find that it is possible to address generational problems in the same way that other problems are addressed.
Three: Educate Employees on Generational Impact
Some managers have found that addressing the issues of a multigenerational team during a staff meeting can be effective. Simply helping workers understand differences in values and expectations may be an easy solution.
Four: Recognize Individuals Without Making Assumptions
It’s important that managers don’t assume that every individual within a generational category will have the same business values and experiences. While each generation may tend to demonstrate certain characteristics, individuals within that group might not “fit” into that norm.
Five: Create Multigenerational Teams
Rather than ignoring the differences between generations, some management personnel have found that it is possible to draw upon the strengths of individuals to create effective teams. This may involve training on generational styles and characteristics and close work with accounting recruiters, more specifically – accounting recruiters in Orange County.
The good news is that a multigenerational workforce can be a great tool for satisfying a multigenerational clientele.