Team leaders can more effectively manage employees of all ages through strategic communication practices.
Everyone seems to be talking about generational differences and conflicts. Don’t believe me? Simply conduct a quick Google search for news stories, journal articles, blogs, comedy routines, and memes on the subject, and you’ll find an overwhelming rabbit hole of opinion and conflicting viewpoints.
True, the validity of so-called “generational cohorts” (as they’re called) is debated among scholars. But it does stand to reason that there would be some conflict among members of different generations. After all, various generations have had contrasting experiences in their childhoods, coming-of-age years, young adulthood, and beyond. Each generation played with very different toys, enjoyed very different movies and music, used very different technology (or lack thereof), and even watched very different historical events play out on very different media.
Some argue these differences have led to contrasting values – particularly when it comes to the workplace. For example:
- Baby boomers (born and raised between the late 1940s and 1960s) have been observed to prize efficiency and a life centered around a stable nine-to-five job.
- Gen X, born in the mid-1960s to the late 1970s, tends to prize independence and work-life balance, often citing their own “latch-key kid” upbringing as the source of their values.
- The millennial cohort grew up roughly from the early 1980s to the mid-1990s. They emerged from high school and college with new technology and social media at their fingertips. In the workplace, this cohort has been described as progressive, empathetic, eager to learn new skills, and highly communicative.
- And then there is Gen Z. Born between the late 1990s and 2010, they’ve grown up in a globally connected digital world. They also endured a global pandemic and experienced interaction with the world via Zoom during their formative years. When it comes to the workplace, they value flexibility, collaboration, and teamwork. They expect management to demonstrate empathy and emotional intelligence. Gen Z prioritizes mental health and rest, and they value authenticity and the rising “gig economy.”
Of course, I’m generalizing here, based on hundreds of think pieces, articles, blogs, and research studies. Some researchers even say perceived generational differences are a moot point when it comes to a satisfying work life experience.
On the other hand, the interest in how different generations function at work speaks to the need for team leaders, managers, and CEOs to think about the same concepts that I share with our clients about writing and overall communication in the business world:
- Know your audience. Savvy leaders know that real leadership is about empowering employees to do their best work. The modern workplace has become a melting pot of ideas and norms, of varying values and expectations – regardless of the year employees were born or received their first cell phone. So why wouldn’t you dig deeper to find out what makes the team tick? Find out what tools they need. Set concrete standards about what you need from them, rather than arbitrary expectations. Observe which character traits they value and inspire them by mirroring those same qualities as you hone your own leadership skills.
- Minimize any chance of misunderstanding. Effective leadership is also about clear and concise communication with your team. Whether via emails, through reports, or in face-to-face meetings, choose words that have concrete meaning, rather than those that are open to interpretation. Avoid metaphors that may only be understood by those whose life experience mirrors your own. Realize that certain phrases, expressions, pop culture references – and yes, even emojis – will inevitably mean different things to different members of your team.
- Consider your tone. The best communication strategies center on keeping your messages simple and direct. At the same time, be aware of how your tone may be interpreted – especially in written communication. Keep in mind that how you phrase instructions, relay feedback, and pose requests really does matter when it comes to morale and team building. As Aristotle once taught, all communication involves persuading the receiver of something. Think about how you want your team to perceive you and the workplace culture you’re creating, and then act accordingly.
As leaders brace for older generations entering their retirement and watch new cohorts enter the workforce every day, new challenges will inevitably arise. But concise communication tools and a strategic approach to understanding your team will go a long way in creating efficient and satisfying work environments where people of all ages feel successful.
Sarah R. Adams-Slominski, M.A. is an executive consultant for Hurley Write and the co-host of The Writing Docs podcast. Connect with her on LinkedIn. For more information, visit hurleywrite.com.
