Donald Thompson: Drive engagement and performance with strong multigenerational relationships :: WRAL.com

Leaders understand that having teams that span multiple generations come
up with better ideas, find solutions others don’t see, and innovate in ways
others cannot. Organizations benefit from their experience and perspectives,
yet managing a multigenerational workplace isn’t easy. Differences in values,
working styles, and communication approaches often lead to tension and misunderstandings.
To bridge these generational gaps, leaders must foster strong
workplace relationships that keep all employees engaged and
happy at work.

Five
different generations now make up the American workforce,
which means someone born in the 1940s could be working with someone born in the
2000s. And while cultural differences are unavoidable, there are numerous
business benefits to a multigenerational workforce. The rich diversity
of thought and creative problem-solving makes teams more effective. Strong mentoring
relationships across generations improve professional development and growth.
And that growth isn’t just a one-way street: seasoned professionals stand to
learn just
as much from their younger colleagues.

Strong intergenerational relationships in the workplace also make
a difference in the team’s overall well-being. When people feel
like they belong in their work environment, they can be more productive and
more creative. They’re more likely to communicate and collaborate with their
direct reports, peers, and leaders.

An engaged and productive workforce is impossible without strong relationships. With
employees encompassing wider and wider life experiences, it’s becoming more
critical for leaders and managers to encourage colleagues across different
generations to form solid working partnerships.

The Challenges of a Multigenerational Team

The challenge for organizations is clear. According to research from Deloitte, only 6% of
people feel their leaders are equipped to navigate a multigenerational
workforce. And it is a leadership imperative—strong relationships among
generations don’t necessarily emerge on their own. Left to their own devices,
most people will gravitate toward peers and colleagues who are similar to
themselves, a common tendency known as affinity
bias. Mismatched communication styles also prevent smooth
collaboration between generations. Millennials might make use of Slack or
texts, for example, while baby boomers may gravitate more toward phone calls or
emails.

Unfortunately, ageism and
unconscious biases are also prevalent in many work interactions. While they
happen frequently, off-hand remarks about a person’s age (or perceived age) are
rarely appropriate and could be interpreted as microaggressions. You might hear
comments like, “You remind me of my parent (or child),” or “This was long
before your time.” They may seem innocent, but these remarks actually put
distance between people, rather than cultivating close working relationships.

Creating
an environment for strong, multigenerational relationships requires leaders to
focus on inclusive leadership
practices
and to learn how to navigate the challenges that come with managing a
multigenerational team. Here are several strategies for building trust with
employees and team members, across any age or generation.

Practical Strategies for Strong Intergenerational
Relationships

Check in using preferred channels. Quick
check-ins mean a lot to team members, and they’re more effective when you meet
your colleagues where they are. Establish early on how each of your team
members likes to communicate. Do your Gen Z or millennial colleagues appreciate
a quick text? Do Gen X or baby boomer coworkers respond better to a phone call
or email? Making the effort to reach out in their preferred mode only enhances
the opportunity for faster, easier communication. This also demonstrates that
you are being intentional in your efforts to engage your team.

Have better (and more frequent) conversations. Good
communication is at the heart of good leadership. We’ve all been on the
receiving end of a genuine, empathetic ear—no matter what generation you belong
to. It builds trust and connection when you know someone is invested enough in
the relationship to talk and listen with empathy. A long chat isn’t always
necessary, either. Don’t underestimate the power of stopping in the hallway for
a short conversation or five minutes of catching up in the break room. These
daily “micro-investments” in employee
engagement go a long way toward creating an inclusive and welcoming environment
for all generations.

Find common ground. Take an interest in who your team
members are as people. Are you both dog lovers? Do
you share a hobby or professional interest? Maybe you want to talk about a
restaurant you both like or dissect the last season of White Lotus.
Being curious and setting aside assumptions or preconceived notions is a great
way to learn something new about your colleagues and to find similarities.

Ask for their perspective or advice.
Whether
someone is older or younger than you, they can offer a new way of approaching
an issue. If you know someone’s area of expertise, ask for their
help—regardless of their age.

Offer support, but be mindful of how it is received. Mutual
support is crucial in strong relationships, but too often it can seem like the
help or advice only flows one way. Take time to ensure you’re giving as much as
you are getting from the relationship, but be cautious about how you offer
support. For example, asking if someone could use a hand is better than telling
them, “Let me help you.” While it is meant to be helpful, it can imply that you
don’t respect the other person’s capabilities.

Be generous with praise. People need
to hear what they’re getting right, and it means a lot for a leader to
acknowledge their team member’s successes. Make it a regular practice to show
gratitude and appreciation for Y’all’s contributions, whether they are
personal or professional.

Strong multigenerational relationships help create cohesive,
high-performing teams. Our team members have so much to contribute from their
individual experiences and perspectives. Creating an environment where
intergenerational connections can grow creates an opportunity for those
contributions to make the biggest difference. And ultimately, that kind of
environment is the foundation for a happier, more engaged, and productive
workforce.

Companies that get
employee engagement right outperform their competitors across the board. Yet
too many executives struggle to build workplaces where people feel valued,
trusted, and empowered to deliver their best. For deeper insights on building
engagement through purpose and connection, look for my new book, The Employee
Engagement Handbook: A Leader’s Guide to People, Purpose, and Performance.

About the Author

Donald Thompson is an
award-winning CEO and multi-exit entrepreneur, honored as EY Entrepreneur of
the Year, named to Forbes Next 1000, and a 3x Inc. 5000 Chief Executive. His
expertise, credibility and results-driven approach have made him a sought-after
speaker on innovation, culture and growth. Thompson is also the author of Underestimated: A CEO’s Unlikely
Path to Success and The
Inclusive Leadership Handbook: Balancing People and Performance for Sustainable
Growth. He hosts the
globally recognized podcast “High Octane Leadership” and has published widely on leadership and the
executive mindset. Stay up to date with Thompson’s latest news, events and
podcast by following him on LinkedIn and Substack. Interested in executive coaching, speaking
engagements or leadership development? Get in touch at info@donaldthompson.com.