Mentoring Multiple Generations

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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Reverse mentoring is one method managers can use to break through the assumptions and stereotypes by having younger workers mentor members of the older generational groups. By having members from various age groups mentoring each other, it allows employees to find a common place to share knowledge with each other. This allows Millennials to share their knowledge on technology and marketing, while members of the Silent and Baby Boomer generations have years of experience such as tips on dressing professionally. By engaging all four generations in the workplace, organizations will be able to successfully target and service a diverse group of customers around the …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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