How do you manage different generations of workers?

In my experience, we need to aware of the unconscious bias and stereotypes. This will go a long way in better collaboration. With a multi-generational workforce, conflicts are bound to happen. The ability to manage conflicts and expectations is equally important. Constant communications is important to support better understanding. Leaders also need to learn to harness diversity from different generations as each bring a different perspectives.

Different employee engagement and collaboration styles are necessary for future workforce composition. The future workforce will lead to more diversity with different generations (Boomers, Gen X, Millennials, and Gen Z) together. Engage different styles, capabilities and ways to connect employees through employee experience. Managing for inclusion and leveraging different skills matters. Challenge the old ways of thinking through intentional action and learning experiences.

Some leader take the "velvet hammer" approach to delivering feedback. Others may call it the "sandwich" but whatever you call it, the formula is the same. Feedback on something good you noticed, then an opportunity for improvement, followed by another positive. This approach works across generations because it recognizes both strenghts and opportunities. This is most effectively done in one on ones, not in the moment.

Taking time to have one on ones with team members allows you to provide a continuous feedback loop for the members who report to you. This also allows you to grow that feedback and positive communication into strategies that help your team members grow and learn. This information can then morph to align with the company so your team members can start to see the big picture in where they fit in the whole puzzle

Remembering that flexibility and guidelines often go hand in hand. Depending on the industry there may be more flexibility in the role, and the same with autonomy. For team centered careers, businesses and professions there will need to be more collaboration and for many this is just as important

Leverage reverse mentoring as a shared learning opportunity. It’s not only senior professionals who have important insights to share. Reverse mentoring allows Gen Z to share their unique skills with more seasoned colleagues, including technological fluency and innovation.

I’d caution organizations to avoid labeling any talent efforts with generations. While there are considerations you should take into account based on diverse stages of life, making broad brush assumptions about any category is dangerous. To balance things, deconstruct challenges down to the core outcomes. When you do, you’ll find people have more in common than initially presents. Where it diverges is how people see achieving those outcomes. When you approach it this way, you can unite folks around the shared outcomes and encourage people to bring different ways to achieve them. When providing greater autonomy, employees can gain diverse perspectives while discovering new ways to accomplish their shared goals.

I'm with Christopher Lind on this. Growing up, my best friend was Jay. Jay's mom and dad were of the same generation as mine and grew up in the U.S. His great-grandparents came from Ireland and Germany as did mine. His family still thought that Cains made the best mayo and mine were dedicated to Hellmans. I start with Purpose and look for people who share commitment to one Purpose. That leads to Values, values that enable fulfillment of Purpose. Values leads to desired future outcomes, Vision. A set of Mission Objectives are then set to realize elements of Vision. At this point, I join Christopher "gain diverse perspectives while discovering new ways to accomplish their shared goals."