Multiple Generations in the Workplace: The Rubix Cube of People

Baby Boomers, Generation X, Millennials; what a great mix of people, ranging from age 22 to 62+ across the business world. Growing up in the ’80s, I had a Rubix Cube. Unfortunately, was never really good with that item. In recent years, a 6×6 Rubix Cube came out. I would offer that this is a great visual analogy of the complex issue of motivating and synchronizing the efforts of your seasoned employees, management team and your brand-new hires.

So, how do we successfully integrate 3 generations, allowing us to properly leverage wisdom/experience, energy and technology acumen? Well, I do not claim to have the answers (secret sauce), but would offer three tools/practical concepts to “move the ball forward.”

1. Communicate across all spectrums. Boomers love face-to-face interaction. Phone calls are acceptabl; written notes (even email) will generally work. Gen X’ers greatly prefer the phone and sometimes want you to limit after work calls. Millennials (aka Generation Y) are all about email, texting and social media. So, if something important needs to be communicated, vary the timing and platform of your message. Redundancy takes extra time and effort but will help, especially for those bigger companies with a wide range of full and part-time employees.

2. Clear expectations solve most problems. As successful leaders do more often than not, they articulate a specific vision and detail expectations of the department/division/company. Boomers may be hesitant to embrace technology; if that is an issue, be sure they absolutely understand this reluctance may prevent their further progression with the company. Generation X loves schedule flexibility; they are often raising families and crave the opportunities to catch a baseball game or cross country meet with their child. Let them know when it is acceptable and when they need to be in the office. Assumptions can get the best of both managers and staff. Millennials may need mentoring on workplace standards and business etiquette. Give them the benefit of the doubt and ensure someone with more experience guides them properly.

3. Most people want to be appreciated and/or recognized by their employer. This my be a hand-written note from the CEO or department head. Could be a picture with the “big boss” when they over-deliver on a stressful project or meet a pressing deadline. It could be a check for referring a top-notch employee (formal employee referral program or not). Might be recognition on the company’s intranet or newsletter. At the end of the day, simple gratitude goes a long way to improving retention. More often than not, employees leave bosses, not the organization.

Additionally, community service days, mentoring programs and team-building events are fun for all and gives EVERYONE the chance to interact outside of the daily routine. Pick up that Rubix Cube and work with it. Stay with it; be disciplined; ask for help; someone on the team can and will help you solve it! Humility and a willingness to ask for assistance show that you value the inputs of others. In the end, when your team knows you care, they will care more about the bottom line. Thanks for reading!