Workplace Recognition and Incentive Programs

Managing Different Generations

Posted on January 31, 2012 by Motivo Staff in Uncategorized

Generational values can impact how you manage, but it is only part of the equation. If you are looking to manage a broad group this may be a better technique, but if you run a small office spending time with the individual and determining what they respond well to is a better practice. Of course, even in large organizations, managers have the best opportunity to know and understand their employees. Therefore, it is important that managers are trained on how to coach people. People are mentored and coached, processes are managed. Keep generational influences in mind, but don’t let the stereotype rule your management choices until you know your particular office and staff better.

Individuals have all types of variable opinions, needs, and motivators whether young or old.

Let’s stop categorizing people based on one variable. People are more than their birth date, place of origin, shoe size, and astrological sign.

For more insight read this: Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground by Jennifer J. Deal

Here is a good summary of her points:

1. All generations have similar values; they just express them differently
2. Everyone wants respect; they just don’t define it the same way
3. Trust matters to everyone
4. People want leaders who are credible and trustworthy
5. Organizational politics is a problem–no matter how old (or young) you are
6. No one really likes change
7. Loyalty depends on the context, not on the generation
8. It’s as easy to retain a young person as an older one–if you do the right things.
9. Everyone wants to learn more than just about anything else
10. Almost everyone wants a coach