Having employees of different ages in a team does not have to be a nightmare for managers. Even if half a century divides some of your subordinates or if you are the leader of a team of much younger or older people, you can find common ground. There is no need to look for a different approach to each generation. Instead, focus on individuals and their needs. Your people certainly do not want to be judged according to when they were born, but according to their work.
"Let go of the assumption that people from the same generations have the same needs and that those needs are different from those from other generations," writes Aubrey C. Daniels, “the father of performance management” on talentmgt.com. Daniels has been studying the impact of applying behavioral science in the workplace for more than thirty years and has become a leading world expert in this field. He explains that behavioral science clearly shows that people perform best regardless of their age or other stereotypical labels if three conditions are met:
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The organization sets clear rules of behavior.
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Feedback is provided with regard to following as well as breaking the rules.
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Behavioral rules are emphasized after individual achievements.
It is important to promote understanding among employees of different ages in order to avoid unnecessary misunderstandings and conflicts. However, the best strategy for managing employees across generations, according to Daniels, lies in the universal promotion of positive behavior in terms of cooperation. He recommends the following steps.
1. Determine the behavior for specific jobs
When each employee knows and understands exactly what involves great performance in his role, age is no longer a serious problem.
2. Provide feedback on time and be specific
Your people need to know what they do well and what they need to improve.
3. Let employees streamline processes
The best managers constantly ask their people how particular problems can be solved. Few things motivate employees as much as being allowed to comment on how the company's systems and processes function and contribute to streamlining.
4. Apply positive reinforcement
This method works on the principle that behavior in certain situations is stronger or more frequent if a person is praised for that behavior. Do not underestimate your people's hard work and do not take it for granted. Search for possibilities to recognize individual members of your team as often as possible.
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