mitra ferdows

Managing the generational differences in the employees of the organization

Different generations demand different organization

A workplace is a place that is constantly changing. From the first days we entered it as a young generation, social norms have changed over time. Organizational culture has changed in companies as well.

On the other hand, retirement at the age of 65 is not as common as before. You may see older people still working, which is not unusual at all. These people may continue their work activities due to interest in work or economic pressure.

There are now typically four different generations active in companies and the workforce. There is no doubt that this wide age range is fraught with problems in any organization.

In the past, the work environment was such that each department manager issued executive instructions and others had to accept without any questions. Now young people do not react well to this type of management style. So that the performance of companies must change and evolve.

It doesn’t mean the younger generation has brought the challenge to the workplace. It means any change in the workplace has made the employer more flexible and attentive to the needs of employees.

Each generation sees the world from its unique perspective, which originates from the conscious and unconscious conscience.

The general criteria considered for each section are usually derived from the public attitudes and behavior of the people in the community. But we believe that each person has their own values ​​and experiences according to their individual life. Therefore, it is better not to consider organizational values ​​in the form of absolute frameworks.

However, this diversity creates many problems in the workplace; it is best for all organization members to learn to work together in an entirely mutual respect environment. That is why generational management in the workplace is essential. You can do this when you allow employees to build good relationships in the workplace, understand each other and accept generational differences.

Try to focus on the final goal instead of thinking about the path. Sometimes try to let employees of one generation do their work from home or create a workspace for employees of the next generation to work in groups with their co-workers. Offer traditionalists modified work plans or part-time jobs and have flexible jobs that do not lead to their entire retirement.

As coaches, they can also share their experiences and knowledge with younger employees and team members from different generations.

Try to create a feedback loop through which employees can treat each other honestly. Also, show team members that the organization values ​​different perspectives, regardless of age. Different generations tend to communicate differently with various employees, such as face-to-face meetings, email, phone or even social media, and instant messaging software.

Age is just a number; this sentence may seem very repetitive, but it is true. Therefore, although we have talked about the behaviors of generations in general, keep in mind that you may find many characteristics and behaviors that belong to individuals in a group. You should also be aware that using negative personal features is not suitable for a generation and is detrimental to the organization. At every age, you will come across people who do not have a good work ethic, and on the other hand, you may find young or older people who are excellent employees.

Diversity is valuable in all aspects of our lives, and we get better results from a diverse work environment. This diversity includes the broad age range that exists in organizations. In this situation, each person presents their perspective. People from different generations share the experiences they have gained from the past. It is also possible for each person to teach unique substances to others because of their problems over time.

Too often, people from different generations tend to approach the values ​​in the workplace; they do not speak out because they believe the thinking is useless. So it’s better to try to talk to your staff.

Your goal is to talk to people. Therefore, instead of focusing on whether their thoughts are correct or not, focus on their exciting differences. Thinking about the diversity of values ​​in different ways can develop creativity in the group. Consider the thoughts of all your staff at varying levels of work; deal with them professionally and learn to talk to them about their opinions. Sometimes you can even joke with them about their way of thinking. However, do not forget that more talking is better than talking less.

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