It’s time to CHANGE the focus and SHIFT the conversation. Let me explain…
Yes, it is true that many leaders are currently responsible for as many as 5 generations in their workplace.
Yes, leading such a diverse group of people is a challenge.
I get it. I write about it. I understand the research on it.
And I completely appreciate the impact of it.
HOWEVER, if you are going to make your business more successful and keep ALL generations in the workplace fully engaged, you CANNOT stay focused on generalizations and assumptions of the GAP.
To change the focus and shift the conversation, here are the 6 things you need to focus on instead:
1) EVERYONE HAS A STORY
Every person has been influenced by the people, events and circumstances in their life that have impacted and shaped them. The story is much broader and deeper than just the ‘generation’ in which they were born. Empathy starts by honoring a person’s story—their humanity—whether you had those same experiences or not.
2) EVERYONE HAS ‘NATURAL WIRING’
Every person comes into the world with their own natural wiring (how they learn and process information, their personality and behavior traits, and areas of interest). This plays a very important role in how that person shows up in life and in work. Taking the time to understand and leverage each person’s natural wiring is essential.
3) EVERYONE HAS A SET OF VALUES
Every person has a set of principles or standards they live by—their judgment of what is most important. Exploring, defining, and making space for people to live their values at work is key to building relationships and improving business results.
4) EVERYONE HAS STRENGTH AREAS
No one wants to consistently work in a situation where they aren’t using their areas of strength. I love John Maxwell’s recipe: to focus 70% on strengths, 25% on new things, and 5% on areas of weakness. Finding ways to empower your people to play to their strengths will improve employee satisfaction and fulfillment.
5) EVERYONE HAS FEARS
As people, we all experience fear. Fears can arise for many different reasons: when we don’t have enough (time, money, resources); when we don’t feel loved or respected by others; when we feel our reputation or ego are at risk; and during times of change. Naming it and helping people work through it will build trust and loyalty.
6) EVERYONE HAS GOALS AND ASPIRATIONS
People have ‘something’ they are working toward, regardless of their generation. Uncovering their goals and aspirations, why it is important to them, and helping connect the dots to the organization’s goals is a strategy for increasing buy-in. Further, believing in the potential of every human being is a great way to inspire them to achieve it.
The bottom line for leaders is this: if you want to fully engage ALL generations in the workplace, you must change your focus from the ‘assumed’ generational gap.
And then shift the conversation to what really matters…the WHO of the person. This is a far more effective approach to employee engagement and improved business results.