As Project Managers, we have to deal with a workforce that could be very diverse. A multigenerational workforce is where you have a team falling under more than one of the below categories.
Traditionalists [born prior to 1946],
Baby Boomers [born between 1946 and 1964],
Generation X [born between 1965 and 1976],
Millennials [born between 1977 and 1997], and
Generation Z [born after 1997].
Its rare to find workforce from Top 3 groups however, you will find Millennials and Gen Z in your team.
Many organizations these days are driving initiatives to understand how employees feel working in this diverse environment, do they feeling included in the team or is there anything that can be done to improve and make it more inclusive.
I strongly believe, leading teams across generations is an important skill to have going forward.
Below is a 4 step process that can help in this process :
- Demand Dialogue
Have a discussion within the team and get people talking and moving on from right or wrong but to talk about differences. Think about the diversity of values that will benefit the team and increase creativity.
Personally, I have had the opportunity to partner with a Project Manager with more than 30+ years of experience. With only a few interactions, I was able to assess and understand his thought process and observe how an experienced PM performs communications, stakeholder management, negotiation skills and, avoiding planning pitfalls. I would have definitely missed these if I had not agreed to partner with him on the project.
Also, look for the difference in work attire, professional habits, language skills and learn to talk and laugh about them as a team.
- Create coaches at each level –
Millennials – Can teach a boomer on tech issues and adopting to the new changes in Tech industry (not always the case, I have seen a Gen X learn a new tech skill exceptionally fast and teach the younger generations.)
Boomer – Can teach / share wisdom and experience with a younger employees.
These differences can be valuable assets instead of conversation killers… I have personally had a lot of coaches and their experiences have saved me from repeating mistakes they had done.
- Consider creating shared goals –
Evaluation and compensation systems should support this goal. Simply put, have this goal in priorities – That I would learn XYZ skill or knowledge from a Millenial/ Boomer
When the team knows that they will be evaluated based on overall team performances, they have a strong reason to build better relationships with everyone in the team regardless of which generation they belong to.
- Be Flexible:
- Being flexible in your leadership style.
- Understanding that One Size does not fit all.
- Knowing the difference in working style and supporting them (Ex: Older generation would like to stick to a 9 – 5 hours Vs new generation would like flexible work hours. )
- Worrying more about defining great outcome vs dictating the process in achieving the outcomes.
Conclusion: Working in a multi-generational work environment could be challenging and rewarding.. Following some guidelines will help us achieve the most of this setup.
Additional Reading:
1- https://www.pmi.org/learning/library/leading-multigenerational-projects-surviving-9875
2 – https://www.cultureamp.com/blog/7-tips-for-managing-multigenerational-teams/
3 – https://www.drdewett.com/speaking/videos/
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