Group of World People's Hands

One of the questions I get asked a lot is, how can companies deal with generational differences?

It has become very common for the workplace to have a multi-generational team of Baby Boomers (born between 1946 and 1964), Gen-Xers (born between 1965 and 1980), and Millennials (born after 1980).

Overcoming stereotypes is hard. Older workers may use terms like “entitled,” “job-hoppers,” and “lazy” to describe Millennials, while young professionals may feel that more senior co-workers are set in their ways and unwilling to embrace new technology.

While employees want to do worthwhile work and make a difference, regardless of their age, young professionals value having their voice heard and a higher level of involvement in the decision-making process.

Managers must juggle these different communication and work styles, expectations and motivators. As workers’ priorities change, the corporate structure has to change, and some companies are dealing with this better than others.

Dave Mattson, in his article for Entrepreneur, shares five reasons why an organization should be willing to accommodate different work styles. Mattson calls it moving from a top-down hierarchy to a “holacracy” that:

— Encourages teamwork.

— Creates an even playing field.

— Promotes openness from leadership level on down.

— Builds higher motivation for young employees.

— Fosters constant development for the entire workforce.

If the company is promoting growth and leadership, each employee will feel encouraged to produce new ideas. When leadership is fostered on a company-wide level, your entire business, along with every employee, can flourish and grow. Don’t forget that each employee in a company has a unique view. If each one is allowed to share their voice, you can get a more complete picture of your business.

Learn more here.

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