Understanding what each generation values, their differences and strengths, and their motivations is necessary if one is to empower and develop efficient and effective teams. Group mechanisms are believed to have a major influence on an employee’s “satisfaction, stress, motivation, trust, and learning” experiences. (Colquitt et al., 2019, Page 9) and if we consider that teamwork processes have a moderately positive effect on team performance” (Colquitt et al., 2019, Page 394), there’s no doubt that the composition and potency of an organization’s teams have a huge impact on its operations, performance, and culture.
A diverse multigenerational workplace can present a few obstacles to team performance and efficiency, but researchers have found that these types of workplace conflicts need not be the challenges we make them out to be! A few simple modifications to the way resolve multigenerational conflict may be all we need to develop and empower an efficient team!
One research article, “Understanding Multigenerational Work-Value Conflict Resolution” written by Donald R. Hillman, suggests that when we create strategies and practices that take generational differences and values into account, and focus on three primary factors – communication, education/training, and leadership, we can not only effectively resolve conflict but also minimize it in the workplace.
Communication
The first factor to Hillman suggests we consider is communication and the channels of communication best suited to various generations. Simple modifications such as “providing increased performance feedback to Generation Y employees”, “provide mentoring to all generations”, remembering that “Gen X, Baby Boomers, and Traditionalists are more effective with projects requiring face-to-face tasks”, and using “social media and mobile devices to communicate with Gen Y employees” (Hillman, 2014) are all insightful revisions one can make to help streamline team operations.
Education & Training
Hillman’s research also suggests that education and training can be effective tools to help mitigate conflict as well. When we take the time to understand the different values, motivations, and challenges that various generations face, we can also begin to pinpoint the things all generations have in common! Providing “diversity training and workshops”, making sure we “understand what kinds of learning styles are best suited to each generation”, and utilizing various “forms of media/environments for educational or training purposes” (Hillman, 2014) are some examples of effective ways to channel the very best from each other to build team cohesion and organizational commitment.
Leadership & Organizational Structure
Leadership and its various styles have a massive impact on cohesion in team organization, and taking the time to understand the needs of our colleagues is imperative to effective leadership. Hillman’s research concluded that creating flexible work hours or environments because “Gen X and Y employees typically seek a work-life balance”, or considering that “Baby Boomer employees typically respond to leadership that allows individualism and self-expression”, and “Traditionalist employees respond to leaders who delegate and provide structure” (Hillman, 2014) are all suggestions that can be helpful when considering how to modify an organization’s leadership style.
Citations:
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2019). Organizational behavior improving performance and commitment in the workplace. New York, Ny Mcgraw-Hill Education. http://ecommerce-prod.mheducation.com.s3.amazonaws.com/unitas/highered/changes/colquitt-organizational-behavior-6e.pdf‌
Donald R. Hillman MS, MBA, DM (2014) Understanding Multigenerational Work-Value Conflict Resolution, Journal of Workplace Behavioral Health, 29:3, 240-257, DOI: 10.1080/15555240.2014.933961