Managing Multi-Generational Teams

Over the last couple months, I've had countless interactions with managers who are struggling with labor. Whether it's recruitment, retention, training, or communication, it seems the basis of every conversation boils down to misunderstandings and challenges with multi-generational workers. Departmental dynamics are obviously changing but understanding how each generation ticks can help.  

It's reported that there are four to five different generations that make up the current workforce — one of the largest chunks are Gen Xers. These are my people. 

Like many of my generation, I barely remember a time when I didn't work. My career-oriented Boomer parents encouraged babysitting, paper routes, you name it — I was working before I was 10. This is probably why I've grown to develop a healthy work/life balance attitude. Don't get me wrong, I work extremely hard, but in exchange, I love a good half-day Friday, flexible scheduling and prioritizing productivity over hours. Gen Xers are known to be independent, goal-orientated, balanced between "the old way" and tech savvy, and are open to learning. 

Many Gen Xers carry management titles. Much of their team includes Millennials, who make up nearly the same percentage of the workforce as Gen X. Unfortunately, these staff members catch a fair amount of slack for a work mindset that's juxtaposed from earlier generations. 

Reportedly, this group wants even more flexibility than those before them. They prioritize personal values and societal impacts when choosing careers. They are willing to work but want to quickly progress in both job titles and salaries, regardless of qualifications. That said, one of the biggest hurdles managers have with this group is communication. Experts say that because these workers grew up communicating through text, instant messaging, emails, and social media, they actually struggle with face-to-face conversations in the workplace and have very short attention spans. 

Although adjustments are necessary, managers seem to have fewer struggles with Gen Z workers, who currently make up roughly a quarter of the workforce. These young staff members are eager to learn new skills, value connections with co-workers, and show strong signs of loyalty. They are also even more capable with digital tools and incorporating technology into their work.  

Unlike their Millennial coworkers, Gen Zs prefer face-to-face and consistent communication with their superiors, like Gen X. Similarities exist between the two because many Gen Zs are children of Gen X leaders, making relating a bit simpler. 

Your team is only going to grow more diverse. Keep an open mind about generational differences but, more importantly, lean into the similarities and how they can learn from each other. Doing so will help maintain a reliable workforce that can contribute to operational efficiencies and effectiveness.