Managing Change in a Multigenerational Workforce: 4 Strategies for Success

Imagine for a moment that you are a leader whose organization is implementing a new customer relationship management (CRM) system. Anyone who has gone through a transformation of this scope can tell you that it isn’t easy breaking down employee resistance, but it can be particularly tough when managing a multigenerational workforce. Different generations possess their own unique set of values, frustrations, and preferred ways of working. Some will adapt to this new technology quickly, while others will require more active interventions to break down their resistance.  

As a leader, how do you address the challenges of a multigenerational workforce so that everyone can thrive through this transformation as a group? The key lies in understanding each generation’s unique identity and creating solutions that address everyone’s needs.

Understanding Generational Differences in the Workplace

Today’s labor force is comprised of four separate generations with their own set of skills, preferences, and motivations.

It is important to remember that these are very broad categorizations that may not align with the nuances of individual employees. Nevertheless, they remain valuable in helping managers create action plans that provide for the needs of a wider range of employees.

Challenges in Multigenerational Change Management

In the same way that different generations possess specific values and working methods, these generations have very different needs when it comes to navigating change.

How Different Generations Resist Change

Everyone, regardless of age, experiences resistance on some level, however, this tends to manifest in specific ways for members of different generations. Baby Boomers often resist change due to their preference for stability. They often feel at home with traditional processes and may not want to incorporate new or different ways of working. Members of Generation X often seek clarity on a change before deciding to embrace it. This generation needs to hear about the practical benefits of change to overcome their personal hurdles.

On the opposite side of the spectrum, you have Millennials and members of Generation Z. Both generations tend to be more open to change but can become frustrated by slow transitions or a perceived lack of purpose.

Exploring Multigenerational Communication Preferences

Baby Boomers favor direct, face-to-face communication such as town halls, personal meetings, and one-on-one interactions. Generation X is more interested in a message’s content than its delivery. They want concise, no-nonsense messaging that sticks to the facts. Millennials prefer collaborative and digital communication tools, while Generation Z thrives on real-time, tech-enabled interactions.  

How Leadership Styles Impact Multigenerational Teams

Different generations often thrive under very different management styles. Baby Boomers generally prefer more hierarchical, experience-based leadership and may be skeptical of younger leaders who they feel have not put in enough time. Generation X values autonomy and prioritizes results-driven leadership. Millennials want leaders who are inspirational, empathetic, and who align with their values. The members of Generation Z thrive when paired with managers who are transparent, inclusive, and tech-savvy.

Understanding Generational Differences in Technology Adoption

Members of different generations also differ greatly in how comfortable they feel with new technologies. As the oldest group, Baby Boomers may struggle with adopting new technologies and require more hands-on support. Gen Xers tend to be adaptable to new tech but are often cautious about adopting new tools. Both Millennials and members of Gen Z grew up around technology and tend to be quick adopters, however, they may overlook the fact that other groups need more thorough training than they do.

4 Proven Strategies for Leading Generational Change in the Workplace

Obviously, as a leader, you can’t be all things to all people all the time. So, how then can you meet the needs of a diverse, multigenerational team? Here are some effective strategies you can use to unite teams, break down walls, and help employees appreciate the unique value that everyone brings to the group.

Defining Inclusive Leadership

Leaders can help bridge generational gaps by adopting an inclusive leadership style. Inclusive leadership values diverse perspectives and backgrounds within a team. Inclusive leaders recognize and appreciate differences in culture, gender, age, sexual orientation, and other individual characteristics to ensure that everyone feels valued and can fully contribute.

Creating Open Dialogue

Inclusive leaders recognize that employees from different generations have unique and valuable perspectives and work to create an environment in which everyone feels comfortable speaking up and sharing their opinions. There are several creative ways to encourage open communication, such as calling on more introverted team members during meetings, holding roundtable discussions, or providing opportunities for dialogue and feedback outside of the meeting room.

Use a Blend of Different Communication Methods

Leaders can help multigenerational teams thrive through change by providing a mix of digital and in-person methods. Schedule town halls, team meetings, and one-on-one conversations to accommodate Baby Boomers and Gen Xers, while using emails, video messaging, Teams channels, and communication boards to connect with Millennials and members of Gen Z. This blend of communication methods works extremely well in meeting the broader needs of your entire team.

Tailor Your Messaging to Resonate with Each Group

For more specialized communications, leaders should adapt their messaging to their specific audience. Start by defining the characteristics of your stakeholders. While this will definitely be informed by their generation, try looking beyond these broad assumptions.

This may require you to create different “persona” groups similar to what salespeople create for customer journeys. Take the time to determine your audience’s fears, doubts, hesitations, and barriers to change. Once you’ve gathered this information, be sure to address these issues through talking points, FAQs, or some other communication strategy aimed at addressing the unique needs of each persona or audience group.

Foster Transparency and Two-Way Feedback

Creating a two-way feedback loop is important for determining whether your communication methods are effective and meeting everyone’s needs. It’s important to understand that feedback loops rarely evolve organically. If you want honest feedback, you need to ask for it. Be sure to provide channels where your team members can discuss your current messaging strategy and suggest ways to improve it.

The purpose of change management is to help organizations and teams prepare for change long before it happens. There are several important actions leaders can take to make their teams more agile and open to change.

Build Leadership Capability Around Change Management

Leaders must understand the critical role they play in managing change. During a change initiative, change management practitioners cannot prioritize individual needs. Instead, they rely on leaders to understand their team members’ requirements and prioritize strategies that will help them thrive through this period of transition. That means communicating all pertinent information and checking in with team members to assess how well they are adapting. Leaders must also model effective behaviors such as resilience, emotional intelligence, and self-awareness that help enable effective change adoption.

Upskill Employees in Adaptability and Resilience

While leaders play a critical role in managing change initiatives, they must also equip their team members with the skills necessary to thrive as individuals. Offer multigenerational workforce training to help your team enhance their soft skills. Equipping them with self-awareness will help them recognize their resistance to change. Fostering resilience will empower them to overcome personal challenges while cultivating emotional intelligence enables them to recognize when they need to ask for help. While this will require a small investment of money and time, it will pay off in the long run by creating a more agile and efficient team.  

Implement Intergenerational Mentoring Programs

When people work in silos, it is easy to see one another solely through generational stereotypes. Pairing up individuals from different generations is an excellent way to challenge this reductive thinking while building empathy and understanding among members of your team. Creating intergenerational mentoring programs will not only ease tensions between different age groups but enable them to share valuable skills and learn from one another.

Ensure Policies and Procedures Support Change Agility

When managing diverse generational perspectives, leaders must create a flexible framework that can accommodate and leverage these differences. Change agility enables organizations to respond swiftly to market shifts, technological advancements, and evolving employee needs. By fostering an environment where policies are adaptable and procedures are streamlined, companies can enhance collaboration, reduce resistance to change, and maintain a competitive edge. This approach not only supports the unique strengths of each generation but also promotes a culture of continuous improvement and innovation.

To unify a multigenerational team, it is critical to highlight and champion the diverse perspectives of individual employees.

As a leader, you can promote inclusivity by providing team members with opportunities to share their unique insights, strategies, and best practices. You should also highlight employees from different generations and celebrate their special moments and successes. Doing this will not only break down stereotypes but enable your entire team to learn from one another.

Cross-generational collaboration allows employees to see firsthand what each group brings to the table. When members of different generations work together, they stop seeing one another as stereotypes and start learning from one another. For instance, a Baby Boomer may share unique industry insights with a Millennial, who can, in turn, coach them on how to become savvier with digital technology.

Practical Steps to Bridge Generational Gaps and Build Team Alignment

Let’s revisit our hypothetical software initiative from earlier. What are some steps that could be taken to address the team’s multigenerational workforce issues? You might offer different training options such as eLearning, hands-on workshops, and virtual instructor-led training, then let employees choose which method works best for them. You can also Implement peer-to-peer mentoring programs in which different generations support each other.

While addressing multigenerational differences is critical during a change initiative, you don’t need to wait for a massive transformation project to start building team alignment. There are plenty of simple things you can do right now to break down generational barriers. Set up a cross-generational lunch or coffee chat with your team. Or send out a weekly email spotlighting generational strengths and highlighting how employees from different generations contribute to team goals. The sooner you begin building this alignment, the faster you’ll enjoy the benefits of a team that embraces the best aspects of all generations.

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