Source: HR nation http://www.hrnation.org/how-to-engage-different-generations-at-work/
Baby Boomers with opportunities to mentor their junior colleagues. This not only makes them feel valued, but also allows them to pass on skills and experience. It can also build mutual trust, understanding and respect within the younger demographics. That said, the learning can go both ways, especially when it comes to the digital revolution. Millennials can be used to mentor the older generations in new thinking and digital strategy.
As retirement approaches, managers need to be prepared to source new leaders and align the business with the next generation. In this sense, having them working closely alongside Generation X and Y employees, who thrive on opportunities to enhance their careers, is a smart move. Make sure the younger generations know that developing good mentoring skills and building collaborative teams is important for future advancement.
Create a united workplace by levelling the playing field and removing any sense of self-hierarchy among employees.
Mix and match generations into different teams (where possible) and prompt them to share their skills and strengths. To aid team building, encourage them to hold symposiums and brainstorms, which will allow Baby Boomers to step away from unfamiliar technology and ‘back to their roots’.
Gen Xers and Millennials will appreciate the opportunity to contribute and have their ideas heard so they’re part of the bigger picture. By encouraging collaboration and healthy debate, it will help employees understand what each other have to offer and assist in building strong working relationships.
3. Respect what’s important to each generation
Each generation has different priorities and in order to reduce conflict, it’s important for all employees to respect what’s important to their colleagues.
We know that Millennials want to understand how their work contributes to the project or team, so as a leader, communicate this clearly so that you can keep them engaged. Their confidence may mask a reluctance to ask for advice, so make sure you create a work environment where it is safe for them to do so. As Millennials thrive on feedback, don’t wait until the annual performance review to provide it. Schedule regular, face-to-face catch-ups so that they’re getting the contact they need.
Consider how each generation likes to work – do your Baby Boomer employees want to work the traditional 9am–5pm work day? Do your Gen X and Y employees want more flexibility in their day to achieve work-life balance? Whatever their needs, take this into consideration and do your best to offer arrangements that suit and are respected by all employees. Communicate your expectations so that each generation understands what is and isn’t acceptable when it comes to work hours and productivity.
Businesses that encourage and reward achievement, and foster resilience, mutual respect, openness, collaboration and innovation through the sharing of ideas, regardless of seniority, get the benefits of generational diversity and will find they have less conflict overall.
Source：Seek insight & Resources http://insightsresources.seek.com.au/how-to-close-the-generational-gap-in-the-workplace