Bridging the generational gap

By Emma Peterson

Six practical tips to leading a multigenerational workforce more effectively.

Today, we have a more age-diverse workforce than we have seen in the past. For the roofing industry, the National Roofing Contractors Association (NRCA) reports that 15% are Baby Boomers (15%), 31% are Generation X, 36% are Millennials and 18% are Generation Z. This brings both challenges and opportunities for business owners. A more multigenerational workforce means more opportunity for learning and mentoring as well as more opportunities for innovation. However, it can also lead to challenges as different generations’ work preferences, values and communication styles collide.  

A study done in 2019 by Jake Aguas, is an organizational consultant and Associate Professor of Management in the Crowell School of Business at Biola University, reported that we see these differences most prominently in how the youngest two generations view leaders. Jake writes, “Millennials and Generation Z have developed similar perspectives on how they describe effective leadership and the behaviors associated with the leaders they willingly follow... these generations characterize leadership effectiveness as those that lead by example, those that know their teams, and those that are team oriented. Practically, these three competencies are invaluable to organizations today. It is my recommendation that organizations invest in training, development, and evaluation programs that include these three constructs.”

So how can you lead a multi-generational workforce to success? Here are six tips:

1 – Be flexible

It has been found that Millennial and Gen Z workers place a heavy emphasis on work-life balance and caring for mental health. Forbes reports that they also tend to be more “entrepreneurial, diversified, technologically savvy and individualistic than prior generations.” This often translates into flexible and balanced workplaces holding more appeal for them.  

2 – Keep your mission in mind

Many young people entering the workforce are also searching for purpose in their greater world perspective. A great way to support them is to share a compelling mission and vision with them that makes them feel inspired. Oftentimes, these individuals are looking for leaders that are not only changemakers in their field but also prioritize social responsibility. As Kalina Terzieva of My Coaching Brain puts it, “It’s all about purpose and sense-making. Humanity must lead the future of leadership because new generations are looking for social connections, independence, flexibility and balance.”

3 – Be okay with change

With every new generation comes rapid changes and it’s important to be understanding of that. Millennial and Gen Z employees are often in roles of challenging the status quo in workplaces simply because they come in with new perspectives that have been shaped by things like the digital era and COVID-19. This is not something to shy away from, instead it is a great opportunity for all members of your team of every generation to learn, grow and develop together.  

4 – Keep communication clear

In general, there is a trend of younger generations valuing efficiency in communication. It is crucial to define your specific expectations in a direct way that keeps everyone on the same page. This is a situation where you will need to work with your employees to learn what communication style they each prefer. Dr. Andriana Eliadis, executive education facilitator and coach at Cornell University and president at Executive Communication USA, explains, “In my experience, Gen-Z and Millennials are often more receptive to digital communication channels, such as messaging apps or video calls. At the same time, Baby Boomers might prioritize face-to-face interactions or detailed emails.”

5 – Provide a path forward

Where older generations often subscribe to the adage, “love what you do and you’ll never work a day in your life,” younger workers often view their work life as more separate from their personal. To them, work is a way to continually learn, grow and develop, so having growth opportunities is very important to them. A great way to connect to them over this is providing regular feedback, offering performance metrics and showing your investment in their career and future at your company.  

6 – Lead by example

This is one of the takeaways that Professor Aguas had in the research we mentioned earlier — younger generations want to see you walk the walk. Even more than previous generations, Millennials and especially Gen Z-ers don’t tolerate “toxic cultures, discrimination and misalignment between the words and actions of management.” Because of this, it’s important to make sure you are fostering a healthy and safe work environment where team members know they are valued because of the actions of the organization. A great first step towards this is having simple one-on-one conversations between leaders and team members to align expectations and commitments.

Original photo source: NRCA