In a workforce consisting of five generations, it’s becoming increasingly important to understand the generational differences between employees. Learning the values, beliefs, and skills of people of different generations helps organizations shape their workplace culture to best support the priorities of their employees. And with a number of new workers entering the workforce, managers must learn how to best supervise Gen Z in particular. These tips can help managers recognize and adjust to generational differences in the workplace.
A guide to the generations:
- Builders (1924-1946): Ages 79 to 101
- Generation Z (1996-2009): Ages 16 to 29
- Baby Boomers (1947-1964): Ages 61 to 78
- Generation X (1965-1979): Ages 46 to 60
- Millennials (1980-1995): Ages 30 to 45
Communication
Communication styles differ from generation to generation. Builders typically prefer written, formal communication while many Baby Boomers and Gen X prefer one-on-one meetings, phone calls, and email. Millennials lean toward instant messaging and social media, while it’s common for Gen Z to prefer text messaging and video platforms to communicate.
Understanding communication needs also translates to a better understanding of how to deliver feedback. While Builders and Baby Boomers tend to be less inclined to seek feedback, Gen X and Millennials are more likely to appreciate ample, direct feedback in real time. Similarly, Gen Z tends to prefer feedback in real time but in bite-sized amounts. It’s important for managers and employees to keep these trends in mind while also treating employees as individuals. Take time to align communication styles and create realistic standards for which communication platforms are preferred in different situations. Make sure everyone is on the same page about how you can best utilize the tools available for feedback and collaboration.
Professional Development Opportunities
Workers across generations can appreciate opportunities for development and Gen Z in particular tends to value learning and development, meaningful work, mental well-being, personal connection, and ethical standards. Of these values, learning and development was found to be especially important. As a result, professional development opportunities and a continuous learning culture within the workplace are essential to maintaining high job satisfaction amongst Gen Z workers. Some effective resources for providing professional development include LinkedIn Learning, agency-hosted professional development events, and opportunities to continue education with Education Reimbursement and Tuition Assistance. By setting team goals in LinkedIn Learning, providing opportunities to seek out professional development opportunities that interest employees, and frequently sharing information about Education Reimbursement and Tuition Assistance, managers can create a culture centered on learning. Providing these professional development opportunities help to attract, retain, and motivate Gen Z employees as well as other generations.
Workplace Culture
Regarding the structure of the workplace, Gen Z typically prefers to work in flexible, mobile work environments. When working on a team, many Gen Z workers appreciate a culture centered around a “work hard, play hard” mentality, meaning they're more committed to work teams that effectively combine work and personal lives. This preference is rooted in values for connection and mental well-being and can be fulfilled with a workplace that fosters creativity, innovation, collaborative work, honesty, trust, and appreciation for the completion of tasks. To contribute to a culture with these elements, do your best to allow for choice in working conditions and schedules when possible, encourage cooperative work tasks, and provide regular feedback and motivation to employees.
Preferences for specific leadership styles may vary generationally as employees seek individual support, organizational success, and achievement. These differences make it crucial for leaders to practice curiosity with their teams to understand the communication and workplace needs of each individual. By adjusting to the needs of different generations and familiarizing yourself with Gen Z as the newest generation in the workforce, managers can effectively navigate the challenges of a multigenerational workplace.