Clear and effective communication between managers and employees is key to a team's success. When employees understand department goals and believe their manager values & ideas, they are more likely to be motivated and productive at work. As a manager, how you communicate with your staff can affect both your and their performance.
Today's workplaces can easily employ individuals ranging in age from their 20s to their 70s. The generation groups you might find include:
- Baby Boomers (1946-64)
- Generation X (1965-76)
- Generation Y aka Millennials (1977-94)
- Generation Z (born in or after 1995)
Employees of different ages may have different preferred communication styles, ability to adapt & change as also technical skills. The big difference between generations isn't in personality. It's in life experiences. The defining geopolitical events and economy at the time they grew up and entered the work force. This sets their expectations for how relationships are supposed to work—including relationships in the workplace.
Effective communication with employees is important for ensuring a team understands the company's expectations. The benefits of good communication include:
- Keeping teams informed
- Avoiding confusion and misunderstandings
- Completing projects accurately and on time
- Keeping employees motivated and engaged
- Helping employees perform to their highest potential
- Building trust and respect between you and your team
Play to their strengths & be Flexible
Each generation and every individual has different knowledge, skills and abilities. Make sure that everyone works on tasks that correspond with their strengths. Managers should also be aware of hurdles the different generations in the workplace may need to overcome. When managing different generations in the workplace, it's important to be flexible. Consider each employee's place in life when assigning tasks.
Don't force all employees to fit into the same work hours, work environment or experiences. Instead, it is suggested that managers should have a broader set of guidelines within which different generations behavior and ethics shall fall in, which everyone can find their ease of adjustment. For example, younger employees may not have outside obligations, so they are more excited by opportunities such as conferences, workshops and other new experiences. Middle-aged employees likely have children, ageing parents and/or a mortgage, so they may desire flexible work hours and opportunities for advancement. Employees nearing retirement often value work-life balance as they age and may not need or want as much training.
People, not Stereotypes
When managing different generations in the workplace, it can be tough to inspire and motivate every employee. Rather than forcing everyone into the same work mold, get to know each person as an individual. People with fixed mindsets have been found to be more likely to endorse stereotypes and to be prejudiced towards older generations.
“Cultivating a multigenerational workforce will broaden a company's talent pool and improve retention rates”
Be approachable & open - Communicate clearly, honest & with Respect toward the employees
Apply the ancient, yet still appropriate, Golden Rule. Talk to your employees the way you would like them to speak to you. How you rise to each occasion may be challenging at times, but the reward is worth the effort to bring respect into every communication.
As a manager make sure your staff feels comfortable coming to you with ideas or concerns. Tell them they can talk to you anytime they want. Leave your office door open when you do not need privacy. Maintain a positive and friendly attitude, including your body language. Slow down and acknowledge employees rather than acting rushed or busy, even if you are.
Demonstrating and encouraging open communication can earn your employees trust and make them feel like valued members of the organization. Start by being honest and transparent about your expectations. Be comfortable telling employees about the strategies that work as well as the ones that do not. By encouraging employees to assess things that are not working, you can find solutions as a team and make them feel involved in the process. Employees appreciate knowing how the company is performing and what areas need improvement. Invite your employees to be open, as well, by asking them to share their opinions during meetings.
Encourage feedback
Let the employees know that managers value their ideas and opinions by encouraging feedback. An anonymous suggestion box might be created where employees can share their thoughts without judgment. During meetings or group projects, employees should be encouraged to critique managers ideas, too. When they do, managers should acknowledge their opinions. Also by sending occasional employee surveys asking if they understand their goals and responsibilities and what the managers or the organization can do to communicate better.
Meet individually & Understand your staff
In addition to team meetings, regular one-on-one meetings with each member of the team might be more suitable for sharing ideas and feedback in a private setting than in front of a group. Individual meetings also show employees that managers value their opinions and work. They give an opportunity for connection with an employee on a more personal level.
Listen & be Responsive
Active listening requires managers to understand & take the ideas and concerns of their employees seriously, to respond as soon as possible and remember what the employee said. This communication skill is important during scenarios such as problem-solving, dispute resolution, interviewing and training. Responsive managers make employees feel heard and appreciated.
Be Generous with your affection
It's always easier to notice and draw attention to mistakes but make sure you show appreciation when they are doing things well. Thank them for their work and encourage them to take on more challenges. It’s important to give “high quality” feedback and encouragement to your people. Provide praise and appreciation for specific situations and outcomes.
You get what you Reinforce – Not neceseraly what you Want
Do you have as a manager substandard general behavior and attitude? Here’s the kicker: If employees see this type of bad conduct, they may assume that the organisation has low standards and low expectations for them too.
Have Realistic Expectations
Are you giving your people the resources and authority to do what you expect? Are your expectations in line with their strengths and talents? Make sure you are setting them up for success.
