Generation management - How to successfully manage 3 generations Part 2

In the first part of this mini-series, you can read about the differences between Generation X, Y and Z, the different influences they have been exposed to and what they expect from the job market and their future job. This part is about generation management and how you as a leader can lead a team made up of these three generations.

Opportunities and conflicts: How to promote intergenerational cooperation

Collaboration in diverse teams brings with it both opportunities and a high potential for conflict. The challenge for companies is to create conditions in which everyone feels comfortable. The first representatives of Generation X are approaching retirement age. Thanks to their high level of knowledge, they have developed a wealth of expertise that companies must now secure before it leaves their own company. At the same time, new strategies need to be developed to bring specialists and managers from the younger generations on board.

Getting started with good generation management

The term generation management was established in the 1980s by Ralf Overbeck. It describes a particularly sustainable form of corporate management that can reconcile the needs of Generation X, Y and Z. The aim is to somehow reconcile the very different demands on the compatibility of family and career, financial security, the different levels of knowledge and experience and the various needs for security on the one hand and freedom on the other.

The aim is to create a framework in which all these needs can be met. In addition, managers must take measures to enable the transfer of knowledge between Generation X, Y and Z. The third major task in leadership is to recognize potential conflicts between these generations in good time and counteract them.

Tips for successful generation management

• Understanding and appreciation
  A leadership culture based on mutual understanding and appreciation is essential in generation management. It is your job as a leader to know the different needs of Generation X, Y and Z.
• Open feedback culture
  Establish an open and transparent feedback culture in which you provide prompt feedback and regularly make time for intergenerational feedback discussions.
• Individual development opportunities
  While Generation X strives for security and fixed career steps, the following generations want more freedom and flexibility. They have higher expectations of the company's environmental and health management and are happy to take time out in the form of sabbaticals. 
• Flexible working hours
  While for Generation X the main argument for starting a job is still the salary, for Generation X and Y flexible working models and an individual work schedule count. Both must be possible in your company.
• Mentoring programs
  Regardless of the letter behind the generation, it has always been the case that younger people can learn from experienced ones. For generation management, it is all the more important that you promote this transfer of knowledge, for example through your company's own mentoring and advisory programs.

Good generation management is undoubtedly a challenge, because you have the major task of finding a common denominator for a highly diversified group. However, the great added value is that the innovative strength of these teams is enormous. There is a wealth of knowledge and experience on the one hand and access to new technologies and the courage to embrace change on the other. Our coaches will be happy to support you in fully exploiting this potential.

Do you need more tips or practical support? Then take a look at our range of coaching sessions and seminars, which are individually tailored to the needs of managers. You can also contact us directly.