Ontario Municipal Human Resources Association

Managers today can routinely expect to lead a workforce that covers multiple generations of employees – Baby Boomers (1946-1964), Generation X (1965-1980), Millennials (1981-1996) and Generation Z (1997-2012). While the perception exists that different generations have different work styles and approaches, research has shown only slight differences in job attitudes between Millennials and members of older generations.1

In fact, regardless of generation, all employees want to feel valued and fairly compensated. They want to have an impact on their work unit and an opportunity to learn and improve their knowledge and skills. Focusing on these similarities, rather than the differences, is key to successfully managing a multi-generational workforce while taking advantage of the diversity each generation brings to their team. Below are ways you can bridge the gap of your multi-generational workforce, reduce the risk of conflict in relation to age, and optimize your success.

1. Review Your Biases

Does your department only hire people from certain generations for specific roles? Is there an assumption that younger generations are more proficient with technology? Is there a belief that one generation of employees will fall together on one side of the political spectrum? These biases are all harmful to the success of the corporation and also present risk for formal claims of discrimination. No individual wants to be placed into a box based on the year they were born. Being aware of your own biases and taking action to address those biases is the first step in ensuring you foster an inclusive team culture where all individuals are valued.

2. Know Your Team

Although removing internal biases is important, equally important is understanding how each generation works and how their general outlook on the workplace may have been shaped through lived experience. A good starting place is researching historical events of significant impact such as the political environment, civil rights movements, economic markets, and international conflict that occurred during the influential moments of their early careers. Also important is the influence of social media and technology on each generation and their preferences for its use in the workplace. By recognizing how these influences have impacted each generations values and work styles, you can establish effective approaches that resonate through the multiple generations represented on your team.

3. Promote Knowledge Sharing Across Generations

Knowledge sharing across generations is critical for organizational success. The diverse perspectives and lived experiences that differentiate each group of employees is exactly what provides strength to strategic goals and decisions making. While traditional knowledge sharing formats such as mentorship and formal training are still excellent ways to achieve this goal, more informal sessions such as drop in lunches can be just as successful – and employees of all generations, regardless of level, can have an effective voice in the process. Providing opportunity for your mid-level and more junior employees to share knowledge “up” recognizes that all employees have unique and valuable skill sets.

4. Tailor Your Communication and Management Styles

Some generations want information delivered directly and efficiently, while others may appreciate more lengthened opportunities to provide their individual feedback. Similarly, reception to management style varies across generations. While some may be more responsive to a hands-on approach, others perform better with leaders who are more hands off. Understanding which of your employees perform better under what circumstances will aid in a more efficient and focused direction of your workforce.

5. Acknowledge and Award Individuals Appropriately

Finally, it is important to consider the manner in which you acknowledge and award your employees. While a one-size fits all approach is commonly implemented, reward and recognition programs can be tailored based on what is important to each of your employee groups. Taking the time to develop a recognition program that provides flexible but equitable reward options across generations of employees will allow you to motivate your team with what matters most to them.

With a fifth generation of workers soon to enter the workplace, taking steps to bridge the gap between generations of employees in your workplace is critical. By implementing the strategies above, Municipalities will reduce the risk of harassment and discrimination complaints in relation to age while also fostering a more harmonious and productive workforce.

Written by: Jordynne Hislop