Happy February Birthday to:
Ryan Wijangco | Feb 1 |
Erica Carey | Feb 2 |
Kelli Combs | Feb 7 |
Steve Zagzoug | Feb 19 |
Francis Cunningham | Feb 23 |
Samantha Betz | Feb 27 |
Kendra Robinson | Feb 28 |
Happy Workiversary this month to:
Ken Metzdorf | 11 years |
Ryan Wijangco | 11 years |
Cara Certo | 15 years |
Justin Schnettler | 12 years |
Generational diversity is a very important topic to cover in diversity training because your employees may span across multiple generations. There can be problems that arise if these generations don’t understand each other. Chances are that your employees will consist of up to four generations, Baby Boomers, Generation X, Millennials, and Generation Z.
If there isn’t adequate training and inclusive communication to help these generations coincide with each other, this could lead to stereotypes, unrealistic expectations, and an overall loss in production.
Because each generation has such unique characteristics, things will likely not always be smooth sailing when the age gap rears its ugly head. As an employer, it can be very challenging to manage the expectations of multigenerational employees—each one has completely different expectations and priorities.
However, understanding the potential challenges is the first step to solving them. Let’s elaborate on the problems that can stem from generational diversity in the workplace.
With each generation having such distinctive traits and characteristics, there is a potential risk of conflicts occurring due to clashing values and beliefs, work ethics, and communication styles.
Interpersonal issues are often one of the biggest problems that employers face when dealing with generational diversity. When employees who are decades apart in age work closely together, they can sometimes have trouble getting along—not to mention that conflict reduces employee engagement and decreases productivity.
With multiple generations between them, it’s not surprising that a Boomer and a Gen Z employee might clash—they simply can’t relate.
This can cause a lack of mutual understanding, making it challenging for team members from different generations to communicate and collaborate effectively. Because the generations are each so distinct, stereotyping can be a significant issue that causes a divide among employees.
Each generation has a distinct working style, and they’re likely to clash now and again. While Baby Boomers are comfortable working long hours and prefer working on-site, Gen Y and Gen Z employees prefer more flexible hours and the option to work remotely.
As we highlighted above, employees across generations also have different preferences when it comes to how they receive feedback and collaborate with others in the workplace—meaning it’s not always easy to work together seamlessly.
These generations not only have different working styles, but also differing communication styles. This is in large part due to technology, as each generation uses it to communicate in very different ways. While Baby Boomers are willing to use technology for productivity purposes, they prefer to communicate face-to-face or over the phone.
On the flip side, the younger generations embrace digital communication through email and instant messaging. These different styles can lead to miscommunication or lack of communication at all—both of which pose an obvious problem.
Here are some tips on how to manage generational diversity in the workplace:
1. Adapt your recruiting strategies
2. Avoid making age-based assumptions & stereotyping
3. Listen to your employees and find out what they want
4. Customize your approach for each employee
5. Adopt varying communication styles
6. Refine your techniques for delivering feedback
7. Assemble age-diverse teams for projects
8. Establish employee retention practices
While generational diversity in the workplace can be challenging for both employers and employees to navigate, it can also be a strong competitive advantage for companies that embrace it.
By fostering a culture that celebrates collaboration, keeping the lines of communication open, and tailoring your approach to each individual, you can get ahead of any potential conflicts before they arise and reap all of the benefits of a multigenerational workforce. How amazing is that?
For additional training, please click on the link below.
Generations@Work: Bridging the Divide - BizLibrary LMS - Home
It is hard to believe that springtime is just around the corner, but it is coming soon, and construction crews are starting to plan out their lodging for their upcoming 2024 projects!
Project managers will shop around, and we want to grab them as soon as possible!! When they are told “I will have someone call you back” we are wasting precious time to get them an answer. Please be sure you and your teams are fielding these calls and quoting the best possible rates you can so you can secure the business asap! Otherwise, they will hang up with you and just call the next guy..we don’t want that!
You know your property best and should have long-term rates in mind that you, and your GSRs, can confidently quote. Please quote the rates and book the business – don’t wait!
**If you need a little guidance, feel free to reach out to your support team (RM/RVP/RDSM), but do not delay and be sure you let the guest know you will get right back with them.
When a rate is quoted, please then send your lead information along to your RDSM who will follow up & set up the VP. We will then talk with the contact and source for other business, project information, potential for sub-contractors to the same project, overall needs in your area and assist with any billing needs, such as a UCC or direct bill, the customer may have.
Let’s start building that base business now and make it a great Spring and Summer!!
