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How To Win By Communicating Through Generational GapsThree tips to finding success through multi-generational relationships.By Michael Wallace, MA in Education and LSI Certified Coach |
When I first fully transitioned into the leadership development industry a number of years ago, there was an emerging population that was beginning to receive an overwhelming amount of focus for their disruption of standard operations of business around the country and world. You guessed it, Millennials.
For a relatively short season, the advent of the millennial employee onto the corporate scene was the hottest topic discussed among leaders. How were the more senior generations of silent and boomer expected to deal with the brash nature of pushback that these young entry-level workers seemed to demand from their jobs? What should be the response when an entire generation called the bluff of executives and optioned for less pay in exchange for flexibility and remote work? And what did the Gen X'ers think of all this? (Just kidding... Gen X is usually left out of the conversation, and they are ok with it!) Of course, as the Millennial population has become standard in the workplace, we are now waiting expectantly for the next wave of change coming from Gen Z!
Of course, the addition of these new generations has caused a lasting shift to take place in work environments everywhere. As a self-proclaimed "Xennial" (a tiny faction of people nestled between Gen X and Millennial) I have some tips to help you both navigate and win the organizational communication challenges these multi-generational components present to your team, as well as what the coming Gen Z influence will be. But first, a quick word of thanks to the Millennials:
As I write this our world is still reeling from the impact of a global health crisis, which has ramped up the intensity with which nearly all industries have experimented with and embraced the remote and flex work experience. I truly believe that without the questioning approach of the Millennial generation many companies would not have been poised to take such steps. While the outcomes are still yet to be fully viewed, and there are certainly less appealing aspects of these younger generations that may still frustrate older generations (yes, TikTok is annoying...) we should all be willing to collectively say "Thank You" to a generation of the emerging workforce that was willing to cause friction that prepared us a little bit more for the unknown chaos that was headed our way. Now, on to our list!
Here are three tips that will help you WIN with multi-generational communication in your organization:
1. Look For Generational Similarities. This may seem like either a no-brainer or a useless errand, but there are actually more things in common across generations than are initially clear. For example, while Boomers tend to struggle with leaning of technology for communication, and Millennials and Gen Z seem to exclusively rely on technology, there is a consistent thread that connects them: SPEED. While the mode of preferred communication is different, both sides are looking for quick responses from their interactions. In this way, there will be more success and collaboration with direct face-to-face communication across generations than in the mass communication approach of email. The shared desire for instant contact can be a big win for you if navigated effectively. How can you both arrive at the speed of communication that maintains forward progress on your projects or objectives?
2. Be Clear About Expectations. I have heard over and over the discrepancy that exists over the frequency of feedback across generations. It seems that the younger the employee is, the more often they desire feedback, while conversely, older generations prefer to get feedback (and give it) as little as possible. A lot can be said as to why we are seeing this trend in younger generations, namely that the formative years of these employees included video games and apps with built in notifications that give a constant awareness of both progression and effectiveness. However, this challenge can be more easily overcome by outlining clear expectations BEFORE communications become a problem. Set a schedule in advance so that both parties are aware of how often feedback or check-ins will happen, and you will find that those times will be more effective. What are your expectations and have you ever asked your employees what their expectations are for these conversations?
3. Err On The Side Of Care. One of the most important things we train leaders on when it comes to personality assessments is not necessarily the art of self-awareness. It is valuable to be able to understand where you fall on the DiSC, Enneagram, FIRO-B and other instruments, but this is a short-sighted usage of the tools. The most effective leaders lean on this information to identify the personalities of those that are around them. By learning their perspective, they can communicate in such a way that what they are saying is heard clearly and not drowned out by how they are saying it. This all boils down to a mindset of care for others. If your goal as a leader is to empathetically pull the best out of those you lead, the way that you lead them will be all the proof they need to know that you care. That is the type of attitude that will help you get the best from all generations on your team, and give you long-term success as you build trust in your organization. How do you show that you care for those that you lead?
If you read between the lines of these 3 tips, you will likely see that these practices are helpful not only when communicating across generational gaps, but in any business or personal relationship. This is the real secret for building effective and successful leadership: Remember that people are people. They are not the role that they hold or the job performance that they achieve. Each employee is an individual who brings the potential for great success. Whether they are 25, 45, or 65... your leadership will only be as effective as your authentic desire to connect with them and help them succeed.
For a relatively short season, the advent of the millennial employee onto the corporate scene was the hottest topic discussed among leaders. How were the more senior generations of silent and boomer expected to deal with the brash nature of pushback that these young entry-level workers seemed to demand from their jobs? What should be the response when an entire generation called the bluff of executives and optioned for less pay in exchange for flexibility and remote work? And what did the Gen X'ers think of all this? (Just kidding... Gen X is usually left out of the conversation, and they are ok with it!) Of course, as the Millennial population has become standard in the workplace, we are now waiting expectantly for the next wave of change coming from Gen Z!
Of course, the addition of these new generations has caused a lasting shift to take place in work environments everywhere. As a self-proclaimed "Xennial" (a tiny faction of people nestled between Gen X and Millennial) I have some tips to help you both navigate and win the organizational communication challenges these multi-generational components present to your team, as well as what the coming Gen Z influence will be. But first, a quick word of thanks to the Millennials:
As I write this our world is still reeling from the impact of a global health crisis, which has ramped up the intensity with which nearly all industries have experimented with and embraced the remote and flex work experience. I truly believe that without the questioning approach of the Millennial generation many companies would not have been poised to take such steps. While the outcomes are still yet to be fully viewed, and there are certainly less appealing aspects of these younger generations that may still frustrate older generations (yes, TikTok is annoying...) we should all be willing to collectively say "Thank You" to a generation of the emerging workforce that was willing to cause friction that prepared us a little bit more for the unknown chaos that was headed our way. Now, on to our list!
Here are three tips that will help you WIN with multi-generational communication in your organization:
1. Look For Generational Similarities. This may seem like either a no-brainer or a useless errand, but there are actually more things in common across generations than are initially clear. For example, while Boomers tend to struggle with leaning of technology for communication, and Millennials and Gen Z seem to exclusively rely on technology, there is a consistent thread that connects them: SPEED. While the mode of preferred communication is different, both sides are looking for quick responses from their interactions. In this way, there will be more success and collaboration with direct face-to-face communication across generations than in the mass communication approach of email. The shared desire for instant contact can be a big win for you if navigated effectively. How can you both arrive at the speed of communication that maintains forward progress on your projects or objectives?
2. Be Clear About Expectations. I have heard over and over the discrepancy that exists over the frequency of feedback across generations. It seems that the younger the employee is, the more often they desire feedback, while conversely, older generations prefer to get feedback (and give it) as little as possible. A lot can be said as to why we are seeing this trend in younger generations, namely that the formative years of these employees included video games and apps with built in notifications that give a constant awareness of both progression and effectiveness. However, this challenge can be more easily overcome by outlining clear expectations BEFORE communications become a problem. Set a schedule in advance so that both parties are aware of how often feedback or check-ins will happen, and you will find that those times will be more effective. What are your expectations and have you ever asked your employees what their expectations are for these conversations?
3. Err On The Side Of Care. One of the most important things we train leaders on when it comes to personality assessments is not necessarily the art of self-awareness. It is valuable to be able to understand where you fall on the DiSC, Enneagram, FIRO-B and other instruments, but this is a short-sighted usage of the tools. The most effective leaders lean on this information to identify the personalities of those that are around them. By learning their perspective, they can communicate in such a way that what they are saying is heard clearly and not drowned out by how they are saying it. This all boils down to a mindset of care for others. If your goal as a leader is to empathetically pull the best out of those you lead, the way that you lead them will be all the proof they need to know that you care. That is the type of attitude that will help you get the best from all generations on your team, and give you long-term success as you build trust in your organization. How do you show that you care for those that you lead?
If you read between the lines of these 3 tips, you will likely see that these practices are helpful not only when communicating across generational gaps, but in any business or personal relationship. This is the real secret for building effective and successful leadership: Remember that people are people. They are not the role that they hold or the job performance that they achieve. Each employee is an individual who brings the potential for great success. Whether they are 25, 45, or 65... your leadership will only be as effective as your authentic desire to connect with them and help them succeed.
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Michael Wallace holds a BS in Communications from Appalachian State University and a Master’s degree in Education from Dallas Seminary. He is the lead Coach Trainer for Leadership Systems, as well as the owner of Creative Branding Designs, which focuses on social media marketing and branding, and also serves as an Adjunct Professor of Communication at High Point University where he teaches a course on social media communication. Michael's focus is on developing leaders through executive coaching and content development.
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