How to effectively manage a multi-generational team

Opinions expressed by Entrepreneur contributors are their own.

Running a team now is like running a kitchen with chefs from all over the world. Each person comes with his own recipe, his own tools and his own approach. Add to that the fact that technology is reinventing the way we do work every five minutes or so, and you have a situation. But here's the thing: it's not about whether someone is right or wrong; it's about making sure everyone cooks a great meal together.

Let's cut to the chase around the leading teams that span generations and are locked. It's not about figuring out which Gen Zs use TikTok or who prefers email to Slack. It's about navigating different mindsets and work styles using the technology tools at our disposal. So let's get to the heart of what really works.

Start with what matters – respect

Before we discuss technology or processes, let's talk about respect. Managing a multi-generational team (millennials, Gen X, baby boomers and Gen Z) is not a matter of succumbing to stereotypes. Everyone just wants to feel seen and appreciated. As a manager, if everyone works like they have something to contribute, you've already won half the battle.

Instead of making assumptions that older people hate technology or that younger people can't focus, ask questions. “What do you look for to do your best work?” it's a great place to start. You'd be surprised how often the reason has nothing to do with their age.

Set clear expectations for technology use

We all know the kind – the one where Slack texts you, emails you, and then calls you just to make sure you got the memo. That's why clear communication rules come into play. How will your team use the technology? For example:

Slack or Teams to communicate quick updates and ask questions
Use email for long explanations or non-internal discussions
Create “tech-free” zones or times if constant pings are turning into a productivity killer

Let them know it's not control; it's efficiency. Everyone loves a good process once they realize it saves time.

Match the technology to the task, not the person

Some people are naturally good with technology; others are not. That's good. Don't make the mistake of assuming what technology can or can't be used based on age. Instead, focus on the task at hand. If you're managing a sales team, Salesforce or HubSpot makes sense. If you're going to run a creative team, something like Figma or Adobe Cloud makes sense.

Bring new tools focused on the job, not the group. Offers training sessions that are suitable for all levels of skill sets. Gather a team of tech-savvy people and ask them to collaborate with those who may need help. It's not so much an age as it is a state of mind.

They know different work styles

Here's the thing: Generations may have a different approach to work, but at the end of the day, they all share the same desire for success. For example, more senior team members may benefit from detailed, step-by-step instructions. Youngsters can thrive with fewer structures and opportunities to play. Neither is wrong.

As a manager, it's your job to blend these styles. For example:

Design hybrid workflows that balance integration and freedom. Using project management tools (eg Trello, Asana or Monday.com) makes task visibility easy for everyone involved in the project. Those who thrive on structure will appreciate schedules and those who thrive on freedom will appreciate choosing what they prioritize.

Make the reaction a two-way street

If all you're giving is top-down, you're missing out. Gen Z and millennials especially value workplaces where they feel like their voice is heard. On the other hand, older generations have years of experience that share the same potential for game-changing work if used correctly.

Build a two-way feedback loop
I keep a routine one by one to talk about performance, struggles and ideas
Use anonymous surveys to find out what works and what doesn't.
Provide opportunities for intergenerational mentoring. Give a Gen Z worker and a baby boomer a set of ears and watch the lesson unfold on both sides.

Technology cannot replace trust

Let's get one thing straight: technology is a tool, not a solution. You can have the best project management software or the coolest AI tools, but if your team members don't trust you or each other, none of it will make a difference.

Be sure to invest in building relationships. Do random team checks, celebrate wins (big and small), and don't be afraid to admit when you don't know something. Trust is based on honesty and that is free.

HE: Friend or foe?

This is where things get spicy. The landscape is changing with AI tools in the workplace such as ChatGPTNotion AI and many others debuting. AI is not here to replace jobs; is here to add them. However, how you deploy AI on a team is what matters most.

Take one step at a time: Use AI for iterations like scheduling, generating reports, and even drafting emails.
Be transparent: Explain what the tool can and cannot do. This helps allay fears, especially among older team members who may find AI a challenge.
Encourage experimentation: Let team members play with AI tools. The more comfortable they become, the more likely they will understand how to use them efficiently.

Conflict is not a bad thing

If you are managing different generations…disagreements will happen. One person thinks the old way of doing things is good, and another wants to take a modern approach. Don't cover up conflict; use it as a way to innovate.

Promote honest conversations about what's going well and what's not. Heated discussions are a great source of ideas. Just make sure the conversation remains respectful.

Lead by example

If you lead a technology team, you need to speak up. If you want your team to use a new CRM, learn it first. To get them to embrace AI, demonstrate how you're using it. Leadership is not about barking orders; it's about setting the tone.

Running multi-generational, technology-driven teams isn't rocket science, but it does take work. Respect, communication and flexibility are your best friends. Prioritize what each individual can contribute, not the labels associated with their age. Technology is about making our jobs easier, not harder. And at the end of the day, also remember that all human beings really want to feel like they're making a difference.

You have the tools and the talent. Now, it's time to put it all together.

Source link