There are four generations currently out in the workforce; this guide explains those generations and tips to help them work together efficiently.

1. BRIDGING THE GAP IN THE
MULTIGENERATIONAL
WORKPLACE
There can be some significant differences in how different generations of
workers feel about their jobs. These varying philosophies can affect how they
work together. Understanding these differences and how employers can work
with them is critical for any multigenerational workplace. Here are some key
things employers should know about managing a multigenerational workplace.
1. Diversify Communication Strategies
Although older employees may be fine with verbal
communication, the younger generations may not get the
message unless it’s in an email or instant message. Using multiple
communication modes ensures all generations get the information.
2. Emphasize Mentoring
Older employees have a wealth of experience that can be useful
for younger coworkers — think of it as informal training. Partnering
them can help build a stronger team environment within your
workplace. Likewise, younger employees can share new ideas
and technological expertise with their older counterparts. This is a
reason to build and promote a community environment.
3. Be Flexible With Benefits
Because not all generations value the same things, they may
not be motivated in similar ways. For example, younger people
appreciate a looser approach to scheduling so they can achieve
work/life balance, while older employees may be more receptive
to opportunities for sabbaticals during which they can learn new
skills. Flexible perks and benefits allow you to satisfy everyone.
4. Use Multiple Management Styles
Older generations have a different relationship with authority than
the younger ones, so don’t assume that you can manage them
all the same way. A hands-off approach tends to work better with
younger employees, so try coaching them instead of managing
them directly.
5. Keep an Open Mind
Although a mix of differing viewpoints is one of the biggest
challenges of managing a multigenerational workplace, it’s also
one of the biggest advantages. If you remain open to new ideas,
the various viewpoints of your multigenerational workers can
provide you with unexpected insight and solutions.
Here’s a look at how some experts classify different generations of workers
Defining Generations of Workers
“VETERAN” WORKERS
Born between: 1922 and 1943
• Tend to believe strongly in
the idea of earning respect
• Value hard work and
following the rules
• Respect authority, but only
when they believe that authority
has been earned
GENERATION X
Born between: 1960 and 1980
• Value diversity and work/
life balance
• Less career-oriented than
other generations
• Tend to be self-sufficient and
skeptical of authority
BABY BOOMERS
Born between: 1943 and 1960
• Value personal growth and
personal gratification
• Typically place their own
goals over the goals of
their employers
• Show high degrees of ambition
and team involvement
MILLENNIALS
Born between: 1980 and 2000
• Value open-mindedness
and achievement
• Are less resistant to change
than other generations
• Prefer to be coached rather
than supervised
Tips for Bridging the Generation Gap
Award www.acthebest.com