Importance Of Mentoring Multiple Generations

884 Words 4 Pages
Mentoring Multiple Generations
For the first time in history, managers have the daunting task of understanding and leading four generations in the workplace. In order to be effective, it is important to understand each generation and the differences among the groups in order to effectively manage the workers. There are many differences between the generations, and this is referred to as a generational gap. In business world today, managers need to implement methods in order to effectively communicate and bridge the generations together to assist with successfully managing a variety of workers spanning over many years. Managers are discovering that the areas where the generations have the biggest differences are also how teams begin to “gel”
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In order to maximize the performance of each employee and to create highly functioning teams, managers must find the overlap and connection to bringing the different age groups together. This can be done by activating careers, creating the right climate, and placing an emphasis on the importance of communication. In looking at the differences among the generations, the Silent Generation is known for being disciplined and loyal. The Baby Boomers tend to be more optimistic and competitive, and Generation X members are independent, resilient, and great at adapting. The Millennials stand out as the most dissimilar from the other generations, but this generational group is known for being tolerant, creative, team-oriented, and good with multitasking. Combining all of these exceptional qualities creates a diverse, qualified, and highly functioning …show more content…
Collaboration is important for forming cohesive teams, and they do this by being an effective communicator, sharing ideas, listening to employees, and providing continuous feedback. “Part of diversity training can be helping younger people find ways to include older workers in communication lines and vice versa” (Carr-Ruffino, 2015). In looking at communication, these four generations grew up with different forms of communication. While some of the older generations are comfortable with annual reviews as a form of employer feedback, the younger generations, Generation X and Millennials, want instant and continuous feedback. In addition, “mentoring programs are one of the top two soft benefits Millennials look for in organizations. In fact, 35 percent want feedback multiple times a day, while 25 percent think once a day is fine” (Shaw, 2013). This feedback is part of career development in order to develop, inspire the individuality each person brings to work, and engage employees. Once this happens, workers tend to be more committed to the organization and perform at higher

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