Chances are, you've struggled with someone older--or younger--who just doesn't see things your way. This assessment will help you understand the differences between the generations and identify ways to "flex" your own behavior to better work with or manage people of all ages.

 

 

Whether you are a team leader, manager or seasoned executive, you are likely playing a daily tug of war with the generations. 

 

The workplace includes Boomers, Generation X and Generation Y, and they all have unique characteristics that drive their professional (and personal) priorities.  Here are some quick takeaways for managing the generations in your workplace:

 

 

Maintain Focus – Help members clearly define how their talents, skills and expertise make a direct impact on the organization's mission and goals.

Takeaway: Find out if your team is invested in the organization's mission, and decide if it is still relevant.  How can it be redefined or refined to address the newer generations in the workplace, while also holding on to the investment that the more experienced staff have?

 

Communicate – Create easy-to-use communication vehicles that cross the boundaries of communication styles.

Takeaway: Maintain consistent one-on-one sessions with team members, but reconsider the weekly team meeting.  Is everyone sitting through cumbersome updates, with only 10% of the content relating to each member?  This saps energy from employees and discourages communication, because they are all watching the clock. 

 

Customize – Customize incentives to keep staff energized and engaged in doing their work faster, safer and more cost-effectively. 

Takeaway: Learn to customize everything from scheduling, assignments, work location and financial incentives.  This way you will be able to garner loyalty from all of your staff, regardless of the generational mix! 

 

If you consider yourself a member of the Gen X generation, then you have a few distinguishing traits.  You were born between 1961-1981, tend to be wary of institutions, probably have a strong entrepreneurial spirit and are used to working independently, to name a few.

 

As someone who joined the workplace in the 1980s, you also are next in line for the executive and management class.  Here are some unique leadership qualities that Gen Xers bring to the table:

 

 

Chances are, you've struggled with someone older or – younger – who just doesn't see things your way. This assessment will help you understand the differences between the generations and identify ways to "flex" your own behavior to better work with or manage people of all ages. 

 

The model is based on four particular stages or phases of an individual's work life:

 

 

 

 

Generational Style Assessment asks you to read a range of different workplace scenarios and then choose the answer that best describes what you would do in a given circumstance.

 

Your scores on the response sheet bring together the style you adopt most frequently when talking to people of other age groups, your backup style, and how flexible you are.

 

Supporting style Use this tool to bring age-related issues out in the open and discuss how to improve productivity, job satisfaction, management styles, and personal motivation.