Diversity in the workplace has become a popular topic of conversation in recent years, as more progressive movements and views have permeated society and culture. At this point, the need for and benefits of more workplace diversity in regards to gender, race and sexual orientation has been well documented, and hiring managers are aware of how it increases their bottom line and retains employees. However, age is one dimension of diversity that may fly under the radar.
Age is an important factor in the workplace, especially in relationships between supervisors and subordinates, and it’s something that managers must pay attention to as they develop their management style. Younger supervisors, in particular, may find it difficult to manage older employees, who may perceive them as inexperienced. On the other hand, young managers may write off the unique and important experiences that older employees bring to the table.
As a manager, you need to find the right balance between establishing yourself as an authority while still remaining open to others’ ideas and experiences. This means superior communication skills, thoughtful management, accommodation of generational differences and awareness of each employee’s needs. This guide to intergenerational communication from Rider University online aims to provide you with the information and tools you need to strike that balance and effectively manage all employees, regardless of age.
For more information: https://online.rider.edu/blog/intergenerational-communication-issues-man...