Learning to Manage Effectively Irrespective of Generational Stereotypes

Effective workplace management is the key to success as it enables organizations to meet challenges and to create newer opportunities in order to nurture their growth. For hiring managers, the biggest challenge however is to survive the generational stereotypes that have plagued organizations for decades. It is important to realize that the key to effective management and developing good organizational culture rests in creating a match that works for your organization. Hiring therefore should be based on personal traits, skills, capabilities and potentials and not on generational stereotypes. In such a scenario, managers who work with teams comprising of Baby Boomers and Millennials struggle to find the balance that can lead them towards success.

Far too much importance is given to Generation X, Baby Boomers and the Millennials. Many managers are cautious while hiring individuals from certain generations based on the stereotypes that are so easily accepted. Another reason for this maybe the problems that emerge due to conflicting views that these individuals hold, which may metamorphose into greater problems in the long run.

While trying to effectively manage a team irrespective of generational stereotypes, it is important to understand the factors that contribute to the differences between these generations. We believe that there are two primary reasons for the same – Demographic and Behavioral.

While the changing face of technological advancement has created a certain set of behaviors for some individuals; for others, and particularly for the aging population that have to face pressures associated with retirement, the demographic differences may give rise to a series of conflicts that arise from differently perceived values. These differences may either be real or imagined.

The best way managers can create harmony among their team is to mentor their employees in a way that ensures their personal development without undermining their individual values. Ensure your team feels secure in their working relationships and that an interactive culture is encouraged in order to keep work meaningful.

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