HomeManagementHow To Close The Generational Gap In The Workplace

How To Close The Generational Gap In The Workplace

Print Friendly, PDF & Email

How To Close The Generational Gap In The WorkplaceAh, Millennials…

So much potential, yet so much aggravation to deal with. 

The ability to integrate technology into execution for more effective and efficient workflows

But the lack of strategical understanding of the big picture to move in the right direction consistently enough to be successful on their own.

They know so much about how things work, but think they know everything about everything, and shut out any kind of outside help.

A sense of entitlement created by a society conditioned to think that fame and celebrity status should be anointed to those without any true accomplishments. 

You know who was a celebrity in 1969?

Neil Armstrong.

An astronaut who traveled to outer space and walked on the moon.

The moon!

How’s that for an accomplishment?

And now it’s Kim Kardashian and a bunch of whiny house wives who have probably never even had a job before.

Sure, this is a broad stroke of an entire generation. But isn’t that the perception of millennials, particularly in the work place?

But it’s not all bad though…

Pros Of Hiring Millennials

  1. They are committed and loyal…if they buy in 
  2. They are ambitious if they see opportunity for advancement
  3. They are tech savvy, digital natives who know how to use technology efficiently to get the job done. For older generations, learning the technology is hard enough without the actual work they need to do. 
  4. They are creative natives. With their embedded habits of creating and sharing micro-content on social media, they have developed a more natural feel for something that used to be a dedicated job.
  5. They want to see the world become a better place, and want to do good work towards that.
  6. Natural “hackers” who want the most efficient and logical way to get things done and make progress.

And of course the downside…

Cons Of Hiring Millennials 

  1. They expect more short-lived stints in jobs. They think staying in a job for only a year is acceptable. 
  2. They have a perceived sense of entitlement
  3. They don’t understand the why or the big picture. They have a far greater skill set when it comes to technology, but that leads them to overlook strategy. 
  4. Uncomfortable with traditional corporate structures
  5. They want to be managed in a more friendly manner (who doesn’t?)
  6. They think that their elders could learn a thing or two, and therefore are inferior to them
  7. Prefer flat organization to hierarchical (I consider this a con because it removes order and chain of command and structure – which is what they want, but leads to less progress/productivity/accountability)
  8. Natural “short cut takers” who want to avoid any seemingly unnecessary work

How Can You Harness The Mass Potential Of The Skill Set Millennials Bring To The Table?

No, you don’t need to let them work 4 hours a week to do it. 

What is actually happening in most cases is a lack of communication between employers, employees, and coworkers.

It is possible for Millennials and even Baby Boomers to work together successfully. And actually achieve far greater success as a team playing off each other’s strengths than either would be able to on their own. 

The best partnerships are those who have complimentary skill sets. And that is exactly why Millennials and Baby Boomers can make a great team.

How To Close The Generational Gap In The Workplace

7 Steps To A Successful Project With Baby Boomers And Millennials Working Together

This 7 step process will help you close the generational gap in the workplace between Millennials and Baby Boomers and can lead to extraordinary success for your company and tremendous personal growth for all employees.

*This can be used as an on boarding process for new hires, or as the kick off for new projects and initiatives.

  1. Sell the “big idea” of the company’s mission/a specific project
  2. Set goals and responsibility expectations
  3. Communicate how to put everyone in a position for success
  4. Communicate clear expectations of the project/team/individual
  5. Highlight where points of frustration will happen. Expecting it will ease the pain.
  6. Create mechanisms for open dialogue (recurring meetings, communication channels, communication/channel etiquette and protocols and why they exist)
  7. Highlight strengths of each group and what they have to offer. Discuss the benefits for the individual and the team of teaming up to learn from each other. Discuss how to learn from each other and successfully transfer the knowledge/experience they each bring to the table.

Articles Used For Research In This Post:

The following two tabs change content below.
We're Different. We’ve got a great team of smart people with great big personalities. Click to learn more about our payroll experts >>

Latest posts by Balance Point Team (see all)