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Jul 10, 2018
Dan Rose, Content Creator at SkillPath
We’re in an ever-changing work environment today — the world is smaller and a homogeneous workplace rarely exists. Today, leaders deal with a variety of employees across generational and cultural lines, each with their own values, beliefs, work ethics, and needs. Successful organizations embrace diversity and strive for inclusion among their employees, especially in the wake of the Black Lives Matter movement as well as other social changes.. The mosaic of people who bring a variety of backgrounds, styles, and perspectives are assets to the groups and organizations with which they interact.
Today, as leaders, it is about valuing, appreciating, respecting, and adapting to each other and our cultural and generational differences. It’s sometimes difficult, but the intent is to make the most of everyone’s potential contribution.
If employees feel that they can’t be themselves at work, they won’t fully engage as part of the team. This type of environment can significantly influence an employee’s involvement in their department or organization; it can potentially lead to low morale, increased absenteeism, and decreased productivity. Leaders play an important role in setting the tone for diversity and inclusion.
Working with multiple generations in the workplace takes communication to a new level. You can’t assume that what you said is what the other person heard. Because generations communicate differently, it’s important to tailor your message for maximum effect.
If you are a part of Generation X or the Millennials, you will gain credibility and respect from Boomers and the Silent Generation by communicating with them in their terms. When working together with clients, younger generations should treat older generations with more formality. Avoid familiarity unless it’s invited or permitted after your request.
All generations should treat others with respect and be open to their ideas. Consider how each generation’s perspectives affect how they work together on teams. For example, a Baby Boomer or Silent Generation member has more life and work experience and can offer a longer-term perspective. Younger generations are more in tune with what’s important to younger people and markets and know what will work best with them.
Consider how words have different meanings to different generations (e.g., “wicked” means cool, fantastic, or awesome to younger generations but evil or bad to older generations). Avoid using pop culture terms because, in most instances, the meaning will be lost on the other person.
Managing a diverse and multigenerational team is complex, but also amazing. When done correctly, the knowledge and experience shared will keep your organization flexible well into the future.
UPDATE: Content updated October 8, 2020
Dan Rose
Content Creator at SkillPath
Dan Rose is a content creator at SkillPath who uses his experience from a 30-year writing career to focus on timely events that impact today’s business world.
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