How to Manage Generational Differences in the Workplace
Don’t Let Generational Differences in the Workplace be a Production Barrier
We as a society are fond of putting labels on everything, especially our generations. From Baby Boomers to Millennials, every generation has a specific stereotype/label placed upon it. How does this affect our businesses as we strive to work around generational differences in the workplace?
What we know for sure is that once we put a label on something, we open up the opportunity to misinterpret and misunderstand the people behind the label. When you consider that the older and younger parts of a generation can span a wide range of ages, the labels become ambiguous and don’t always reflect accurately upon the individual.
Despite the fact that we know everybody within a generation doesn’t fit the exact same label, much has been said about the generation that is entering the workforce in large numbers –Millennials. Numerous publications have posted articles about the twenty-something generation, and here’s what they’re saying:
- Born between 1980 and 1995 (often disputed)
- Raised by “helicopter parents”
- Have received much validation and attention from parents
- Extremely focused on self improvement
- Don’t worry about failing
- Considered a “can do” group
- Team oriented
Although this list can provide help in understanding how a Millennial might work within your environment, it is not correct to think you can look at a list of job candidates and expect someone born in the Millennial timeline to possess any or all of these qualities. To really understand what motivates a prospective employee, you have to dig much deeper. Behavioral assessments are a better indicator of the role your applicants will play in your organization.
Whether you have a workforce made up of people born between 1980 and 1995, or if you’ve got Baby Boomers sitting next to your youngest employee, generational differences in the workplace are going to impact how they work together, as will the various personality types that are part of your team.
You might find through a behavioral assessment that the qualities your longest employee has will work perfectly with someone half their age. You might find that two people who seem to share more than just the same age and free time hobbies are actually at complete odds when it comes to the workplace. These are things that can be revealed before you put them on the same team, and you can do that with a behavioral assessment.
At PI Consulting Group, we’ve established a scientific method that helps you identify what motivates your employees. Our behavioral assessment solution will help you fill your talent pipeline with the right candidates. You need people who share your values, and you can’t always find that in an interview or resume. With our testing solutions, you can rest assured that employees will fit your company culture, and you’ll definitely have fewer generational differences in the workplace.