Between recent grads who just landed their first new job and older employees who are putting off retirement for at least another few years, most companies have multiple generations working side by side.
While that diversity no doubt gives firms a number of different perspectives, it also presents a challenge for managers. After all, different generations have different work styles. In “Can You Manage Different Generations?” Eric McNulty offers some key insight on what managers should know about different age groups.
Remember, these are some of the common characteristics workers from each generation tend to share. But it doesn’t mean managers can simply stereotype workers.
Employees under 35
This group tends to crave responsibility – and they’re not afraid to offer their feedback right from the start. If employees in this group show potential, you’d better give them some type of responsibility. Otherwise, they’re likely to bolt.
Workers between 35-54
While this group is also ambitious, they tend to disengage if they don’t believe in the work they’re doing – or the person/persons who is managing. This group responds well to merit-based structures for advancement and pay. It important for managers to avoid letting this group idle too long – and find ways new challenges and advancement opportunities for them.
These are the workers who have put in their time and paid dues. Managers that made it a point to respect the experience of this group will almost always be rewarded with fierce loyalty.