The workplace is experiencing one of its biggest shifts as multiple generations come together in the workforce. Workplace formalities and dynamics are changing, and now we’re left asking ourselves how to best work together.

Understanding the similarities and differences in generational values and characteristics and the best practices for managing multi-generational teams encourages teamwork, shared respect, and positive communication in your organization.

Learn how Gen X and Baby Boomers, who hold the majority of leadership roles, can best lead and work with the workforce’s majority–Millennials.

Generational values and characteristics

Team members can tackle generational tension by building awareness around generational differences and recognizing their similarities and human needs. Learning the differences in values, characteristics, communication styles, and work styles can reveal the workplace views and expectations, leading to better communication and teamwork.

Baby Boomers

  • Characteristics: Competitive, disciplined, involved, and optimistic. They faced higher competition for jobs because of the rise in population, leading to a generation of determined workers who take pride in their careers. They fostered a youth culture that embraced reinvention, teamwork, and self-actualization.
  • Values: Personal growth, team involvement, strong work ethic, and making a difference. They are not afraid to question everything and care about equal rights and opportunities.
  • Communication and management styles: Team-oriented. Prefer face-to-face interactions, respect the chain of command, and expect leadership’s direction.

Gen X

  • Characteristics: Fiercely independent, flexible, pragmatic, resourceful, entrepreneurial, and transparent. They grew up without the intense supervision Millennials had and learned that “if you want something done right, you’d better do it yourself.”
  • Values: Personal growth, education, and a work-life balance. They are independent thinkers who see life as their full-time job and their job as their part-time gig.
  • Communication and management styles: Task-oriented, individually motivated, informal, independent, respond to direction and prefer email and direct communication.

Millennials

  • Characteristics: Natural networkers, friendly, and connected because they grew up with technology. They learned early on that “teamwork makes the dream work” and desire an environment where they can collaborate, problem solve and innovate with others. While they can be highly tolerant, optimistic, and adaptive to change, don’t be surprised by their impatience and competitiveness!
  • Values: Success, rewarding work, and close relationships. They value efficiency, speed, and timeliness and expect to move up the ladder quickly. They are environmentally conscious and eager to bring change to their organization.
  • Communication and management styles: Prefer leaders who coach rather than direct and enjoy continuous feedback. Their collaborative mindset helps them work well in teams, but they are easily annoyed by micromanagement. Similar to Gen Xers, they work hard for a work-life balance. They prefer online, text messaging, and social media communication.

More alike than you think

All the generations are similar in certain ways. How can they not be when people pass down history, values, skills, and knowledge to their children and mentees? The similarities help teams share a common ground and foster empathy:

  • The values that matter most: Family, integrity, honesty, and trustworthiness.
  • Desire to be respected and important: Employees want to be heard, seen, and recognized for their contributions. They want to know they are not easily replaced and make a meaningful impact.
  • Trustworthy leaders: People want to trust and connect with their leaders. Without it, relationships falter, productivity is lost, and communication stops.
  • Loyalty: If someone works hard for the company, they expect the leaders to invest back in them. It’s a two-way street!
  • Desire to learn: People are willing to acquire new skills to do a good job and further their development.
  • Feedback: It’s important to know how they are doing comparatively – are they meeting or exceeding expectations?

Best practices for leading Millennials

Recognizing what makes each generation unique is the first step to cultivating a team that can work together in diversity. The second step is to create a work environment where everyone can thrive. Here are common practices and tips for effectively managing the Millennial generation:

Create opportunities for collaboration: Millennials crave a collaborative work environment and constantly reinvent what collaboration looks like with new technologies. As a manager, create opportunities for Millennials to work collaboratively. From the beginning of a project, be clear about when and how often you intend for everyone to collaborate.

Impactful feedback: Millennials gravitate more towards informal, frequent check-ins, and their morale and performance take a hit when they don't receive quick, transparent feedback.

Motivating Millennials: Money doesn’t motivate this generation in the same way as others. They are driven by their close relationships and team interactions, and are known to blur the line between work and personal life. Helping them find their squad or “work family” is a point of retention for this generation. Also, understand their unique curiosity. If a Millennial asks you why something is done a certain way, they don’t intend to be disrespectful. They genuinely want to understand. Answering their questions motivates them to continue learning and understanding the organization.

Here are some additional suggestions to help you manage a Millennial:

  • Independent Gen Xers often get annoyed by Millennials' constant need for feedback and recognition. Defuse the conflict by setting clear parameters about when, where, and how often they can and should check in for feedback.
  • Focus on your common values, such as transparency and efficiency, and use your different qualities to balance each other.
  • Millennials take feedback differently, and “no-nonsense,” direct communication styles are often misconstrued as a lack of support. When giving feedback, try to inspire Millennials and soften the blunt messaging.

Embrace the differences

Leaders must lead and develop their teams to achieve the company’s vision and aspirations. A great way to do this is by learning to lead and manage people from different generations based on their values, work styles, and characteristics. Once you recognize how different generations function, you can lead a diverse company that works great together and knows how to get the job done.

 

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