In today’s intergenerational workplace, more and more Millennials and GenZers are taking over leadership roles. On the other hand, Baby Boomers are either delaying retirement or returning to the workplace. GenZers are feeling engaged at work, but they are still twice as likely to quit their jobs within 18 months than other employees. For emerging leaders, managing a team that spans multiple generations can be both rewarding and challenging. It wasn’t that long ago when I got my first role as a team leader and managed a team of people who were much older and more experienced than me. And you can probably guess that this job wasn’t a walk in the park. My team seemed disengaged and completely uninterested in what I had to say.

Sounds like a nightmare, doesn’t it?

As leaders, we will often find ourselves guiding colleagues who are much older or younger than us. Let’s explore the specific challenges of leading older and younger employees and offer some tips for fostering a harmonious and productive work environment.

Leading Older Employees

When I started in my new leadership role, everybody on the team was more senior. The only issue was, I was the boss. To add to the complexity, the team was virtual and comprised mostly of dotted line reports. This means that those people had to follow my lead, but I could only indirectly influence their compensation, for example. Enter the biggest workplace headache: how to lead by influence instead of by authority? This is a common challenge for younger people taking over managerial positions. Older workers can seem dismissive, derogatory, or downright rude to managers that are younger than them. I remember ages ago, when a relatively young colleague became a division leader in a large company, one of the long-term employees was the father of his high school classmate. So guess what? He addressed him as a little boy and didn’t miss an opportunity to undermine his authority in front of others. I do admit that this power struggle was incredibly funny, but a few years down the line, I experienced a version of it myself. But this is not all. Apart from the perceived competence gap, there is the resistance to change. Albeit a generalization, older employees might be less receptive to new technologies or methods, one of them being your leadership. Or your existence in general. On top of this, young managers bring new communication methods, such as Slack, Instant Messaging, or texting, which more senior people might be uncomfortable with. A WhatsApp Group with regular weekend updates. Their response? Well, no response. The good old silent treatment.

Knowing exactly how you feel, here are a few tips on how to fix your relationship with your senior employees and establish rapport.

5 Tips for Leading Older Employees:

• Show Respect and Acknowledge Experience: Recognize and value their experience. Ask for their input and involve them in decision-making processes.
• Facilitate Skill Development: Offer training to help them adapt to new technologies and methodologies.
• Communicate Clearly and Respectfully: Use a mix of communication styles that they are comfortable with, ensuring clarity and understanding.
• Provide Leadership Opportunities: Empower them with leadership roles in projects that benefit from their expertise.
• Foster Mentorship Programs: Encourage them to mentor younger employees, leveraging their knowledge and experience.

Leading Younger Employees

As soon as I got on top of my challenges leading the employees that were much older than me, the youngsters arrived. The next adventure on my leadership journey was leading people that were (much) younger than me. I had always felt more inclined towards the younger generation, but there were some issues I couldn’t overcome that quickly. I was overwhelmed by the requests for work-life balance, the reluctance to do overtime, and the expectation for career advancement that exceeded even my very own demands. The younger employees were constantly online, pinging me about whatnot, expected immediate feedback on almost everything, demanded regular check-ins, and a pat on the back. Being a Monster myself, I still knew I needed to tame the Monsters. But how? Albeit not easy to handle, these are the tips that worked every time.

Tips for Leading Younger Employees:

• Offer Career Development Opportunities: Provide clear paths for advancement and professional growth.
• Embrace Flexibility: Allow for flexible work hours and remote working options where possible.
• Utilize Digital Tools: Communicate using digital platforms that they are familiar with and prefer.
• Encourage Innovation and Creativity: Create an environment that encourages fresh ideas and new approaches.
• Provide Regular Feedback: Offer frequent, constructive feedback to help them grow and stay motivated.

Tips for Generational Inclusion and Inclusive Leadership

Sometimes it is absolutely okay to give people what they want. The rest of the time, you should give them what they need. When leading multigenerational teams, it’s essential to prioritize inclusion and adopt leadership practices that accommodate diverse age groups. Here are some strategies to foster generational inclusion and practice inclusive leadership:

• Promote Open Communication: Cultivate an environment where individuals from all generations feel comfortable expressing their ideas and concerns. Encourage open dialogue and active listening to bridge communication gaps.
• Value Diversity: Recognize and appreciate the unique strengths and perspectives that each generation brings to the team. Emphasize the importance of diversity in generating innovative solutions and driving organizational success.
• Encourage Collaboration: Facilitate opportunities for cross-generational collaboration and teamwork. Engage employees from different age groups in joint projects to promote mutual understanding and respect.
• Be Adaptable: Recognize that different generational cohorts may have varying preferences and needs. Adjust your leadership style and organizational practices to accommodate these differences, ensuring inclusivity for all team members.
• Implement Mentorship Programs: Establish mentorship initiatives that encourage knowledge sharing and relationship-building across generations. Pair experienced employees with younger counterparts to foster learning and professional development.
• Provide Continuous Learning Opportunities: Offer training and development programs that cater to the diverse learning styles and preferences of employees from different age groups. Prioritize lifelong learning and skill enhancement for all team members.
• Celebrate Achievements: Recognize and celebrate contributions from employees of all ages. Acknowledge individual and team accomplishments, reinforcing a culture of appreciation and inclusivity.
• Promote Work-Life Balance: Design policies and practices that support work-life balance for employees at different life stages. Offer flexible work arrangements and benefits that accommodate the diverse needs of your multigenerational workforce.
• Be Transparent and Fair: Maintain transparency in decision-making processes and ensure fairness in all organizational practices. Treat all employees equitably, regardless of their age or generational cohort.
• Foster a Positive Work Culture: Create a supportive and inclusive work environment where diversity is celebrated, and everyone feels valued and respected. Lead by example, demonstrating a commitment to inclusivity and fairness in all aspects of your leadership.

Leading a multigenerational team requires empathy, flexibility, and a proactive approach to inclusivity. By embracing the diversity of your workforce and practicing inclusive leadership, you can harness the collective strengths of all generations to drive organizational success and foster a culture of innovation and collaboration.

For more insights and detailed strategies, book a Masterclass with me.

Until next time,