It is commonplace to have a level of workplace conflict in every company. However, with the most intergenerational workforce in history, managing workplace conflict is a must-have leadership skill. Leading a team with members from different generations can be challenging, but it also presents valuable opportunities for growth, innovation and knowledge sharing. By understanding the unique needs and perspectives of each generation and proactively addressing potential sources of conflict, leaders can create an environment of mutual respect, trust and collaboration.
Common Sources of Intergenerational Workplace Conflict
1. Communication Styles
Differing preferences for communication mediums and tones can lead to misunderstandings. Older generations may prefer face-to-face interactions while younger workers are more comfortable with digital channels like instant messaging. Bridging this gap requires flexibility and clear communication.
2. Work Values and Motivation
Expectations around work hours, work-life balance, job security and career progression vary across generations. Millennials and Gen Z often prioritize flexibility and a sense of purpose, while older workers may value stability and traditional hierarchies. Unmet expectations in these areas can breed resentment.
3. Adaptation to Change
Younger generations tend to embrace technological change and innovation, while older workers may be more resistant. Rapid shifts in processes and tools can be unsettling for veteran employees who are used to established ways of working. Leaders must strike a balance between stability and progress.
4. Bias and Stereotyping
Preconceived notions about different generations can undermine trust and collaboration. Older workers may face ageist stereotypes about being resistant to change or lacking tech skills. Younger employees can be seen as inexperienced or lacking commitment. Challenging these stereotypes is key.
Strategies for Managing Workplace Conflicts
The following are five (5) key strategies that you, as a leader, can initiate when managing workplace conflict in your multigenerational team:
1. Promote Awareness and Understanding
Organize workshops, training sessions or information campaigns to raise awareness about generational differences and the potential for conflict. Encouraging empathy and insights into each other’s perspectives can preemptively mitigate tensions.
2. Foster Cross-Generational Collaboration
Create opportunities for different generations to work together, share experiences and build mutual respect. Mentorship programs, cross-functional projects and job shadowing can facilitate meaningful interactions and a sense of camaraderie[1][2].
3. Establish Shared Values
Articulate and live by strong organizational values like kindness, respect, excellence and innovation. These shared principles can unite team members across generations and provide a framework for resolving conflicts.
4. Recognize Contributions
Understand how each team member contributes to company goals and provide meaningful recognition accordingly. Remind the team of their shared purpose and celebrate wins together to foster a sense of unity.
5. Lead by Example
Model the behaviours you want to see, like questioning unconscious biases, learning from others and adapting your leadership style. Demonstrate humility by asking questions, providing feedback and continuously improving your management approach.
PEACE across the Generations
The rapid acceleration of technology adoption has led to significant changes in the world. According to BCG AI Radar (2024), it is projected that almost half of the workforce will require significant skill enhancements in the next three years. To stay ahead and gain a competitive edge, leaders can develop a culture of continuous learning and promote collaboration across different generations. Each generation, from Boomers to Gen Alpha, brings unique strengths to the table: experience and perspective, adaptability, tech-savviness, innovative ideas, and the ability to navigate the AI-powered workplace.
We stand on the edge of change. Flourish in the future of work with P.E.A.C.E.:
Purpose: Ensure everyone understands the company’s purpose and its personal significance.
Exploration: Stimulate teams spanning different generations to seek out how technology can address real-world problems.
Action: Foster a culture of taking action, attempting, failing, and learning.
Collaboration: Establish an environment where everyone is eager to work, engage in social activities, participate in learning labs, receive mentoring, and openly share knowledge.
Empowerment: Motivate individuals to experiment, learn, and develop new approaches using technology – ideally within cross-generational teams to gain diverse perspectives.
Conclusion
While managing a multi-generational team presents unique challenges, the benefits of diverse perspectives and skills make it well worth the effort. By proactively addressing potential sources of conflict, leaders can create an environment of mutual understanding, trust and collaboration. When conflict cannot be avoided, you are a leader must work to become skillful in managing workplace conflict. The key is to embrace flexibility, promote cross-generational interactions, and continuously learn from and adapt to the needs of each generation.
Citations:
[1] https://hbr.org/2021/08/how-to-manage-a-multi-generational-team
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