Understanding Intergenerational Dynamics in The Workplace
Perceived generational differences can create conflict and misunderstanding in the workplace. Sometimes these dynamics manifest at an organizational level. There is a tendency for older employees, generally more senior, to believe that younger employees are less committed to the organization, because they are more reluctant to put in long hours on a regular basis. In reality, younger employees may be similarly committed to work, but want to focus their energy, not on putting in long hours, but on finding more effective ways of accomplishing their responsibilities. Alternatively, younger employees may believe that their ideas are systematically ignored, because they lack experience. In reality, the younger employees may have been offering ideas in a way that appeared disrespectful or inappropriate for the culture of the organization—after the final presentation of a plan, rather than in a smaller discussion earlier on.
Careful discussion and exploration of these experiences often reveals that the generations are fundamentally more similar than different, but that each generation may be misinterpreting or making assumptions about the other groups. Taking the time to listen to one another and gain a fuller picture of the dynamics helps the generations understand one another and work better together.
In other cases, generational conflict exists at an interpersonal level. A young manager may find him or herself supervising a person who is older and who does not respect his or her authority. An older employee may be frustrated by a younger employees’ lack of respect for experience and inability to listen to feedback.
Generational differences may be blamed, but the actual root of the problem may be in individual insecurities and emotions. Coaching and feedback in an appropriate manner for all parties involved may help improve these situations.
Please click on the articles below to learn more about Praxis' research on intergenerational and emerging leadership in the nonprofit sector:
