Organizations today are struggling with engaging and retaining their best people in a multi-generational workplace. Managers are finding it challenging to appeal to every generation’s expectations at the same time. When these expectations are not met, the result is disengagement and high turnover. Both of which are costly. Learning why we are different prepares the ways for three key areas where we are alike!

Generational differences have always existed but are now more pronounced. For the first time there are 5 generations in the workforce. Older generations are working longer for many reasons including the fact that they are healthy and able. Balancing the expectations of people in their 80s along with those in their early 20s is challenging.

Each generation is defined by parenting styles, world events, technology, and social changes and much more. When we understand why we are different, we learn to appreciate each other which leads to better communication and collaboration. Understanding also allows us to blend the strengths from each generation. We all enjoy work more when we operate in our “area of strength.”

Every generation shares similar values. We all value Leaders we can trust, Clear and inclusive communication and meaningful work. However, we may define these three values a little differently.   For example, traditionalists have a more “authoritarian” view of leadership, while younger generations believe that leaders should have a coaching style. Good leadership is critical to the success of every organization. Developing leadership at every level will help your organization attract, retain, and engage the best people.

The way we communicate and what we communicate has changed dramatically over the timespan that includes all 5 generations. Ineffective communication prevents work from moving ahead which affects productivity and morale. Included in this presentation are some proven strategies for communication that really connects people, including a “common language” that everyone can use instead of resorting to stereotypes. These are solutions that work for every organization.

We all want meaningful work. Work that has purpose. When people share a common purpose, they are motivated to do more. Although motivation is different for every individual as well as every generation, a common purpose is a great starting point.

Using these strategies for leadership, communication and motivation will balance the expectations of everyone in your organization regardless of generation, behavioral style, or background. These strategies will also enable your organization to attract and engage the best workforce regardless of their generation.