In today’s workplace, there is a convergence of five different generations that at times can create friction amongst employees and management. Each generation has specific characteristics that impact how they view and act in the workplace; younger generations feel the need to have a purpose that positively impacts their community, while older generations are often known for their hard work, loyalty, and dedication to prove the value they provide to their firm. These variances are not inherently “good” or “bad,” they are simply generational differences, which can be worked through to establish an inclusive working environment. In recent years, there has been one topic that has been at the center of this collision between generational preferences, work-life balance. Work-life balance preferences can be a point of contention between the various generations, so it is important to find how specific preferences can be balanced in a multi-generational workplace. In the remainder of this blog, we explore how this equilibrium can be achieved in your office.
First and foremost, you must recognize and respect the different preferences and desires held between the various generations of your workforce, while also being cognizant of individual needs based on the stage of life that they are in. It’s easy to assume that younger generations prioritize life over work, but that’s not always the case. Some may seek more of a work-life balance early in their careers, while others may prioritize it later when outside responsibilities require more of their attention. In the same way, older generations may desire more time away from work as they get closer to the age of retirement, where others may choose to work more to ensure their impending retirement is adequately funded. Understanding these evolving needs throughout a person’s life and career are critical elements to developing a healthy working environment. Moreover, individual personalities also play a role, as some people may thrive on working long hours, irrespective of generational stereotypes. With such a diverse workforce, how can you strike a balance and determine policies that are universally accepted?
At its core, developing this balance all begins with listening to your people. To retain and nurture your talent, regardless of their generational categorization, you must listen to the needs of individuals and generational groups. This will be seen as an effort to understand why specific needs and desires are important to your employees, in turn developing trust that your firm is willing to look after the personal needs of individuals. Listening creates an environment where employees’ voices are valued, and establishes a platform for you, as a manager, to collect unique data from which policies can be derived.
As it relates to the policies that you deploy at your firm to ensure you are striking a good work-life balance, you may not be able to make everyone happy. With that said, listening allows you the opportunity to consider compromises that will be appreciated across the spectrum of your multi-generational workforce. If your employees feel heard, they are much more likely to understand and appreciate the policies that you choose to enact. In addition, your reasoning is more easily accepted, and you can better explain why and how you came to the human resource policies that your employees must adhere too. Further, this proves your firm’s willingness to adapt to the changing needs of your workforce and facilitates ongoing discussions around what is best for your people.
In conclusion, establishing a work-life balance in a multi-generational workplace requires recognizing and respecting the diverse preferences and desires of employees. By understanding the evolving needs of individuals based on their generational background and stage of life, you can create a healthy working environment that is representative of the various needs and desires of your workforce. It is essential to listen to the needs of employees, fostering an atmosphere where their voices are valued and developing trust that personal needs are considered. Although it may be challenging to make everyone happy with the policies implemented, compromises can be reached through open communication and understanding. By demonstrating a willingness to adapt and considering the well-being of your workforce, you can cultivate an inclusive environment that supports work-life balance and promotes the success and satisfaction of all employees across generations. In turn, you are fostering an inclusive environment that will lend itself to a more collaborative setting that is respectful to the diverse perspectives of all parties.
Written by: Dean McMann
About the Author: Dean McMann is a Founding Partner at McMann & Ransford with 35+ years of experience in consulting and professional services. He is a sought-after expert and speaker on topics of: B2B differentiation, professional services best practices, and overcoming commoditization. In addition to his extensive experience in the Professional Services space, Dean also serves on the board of various non-profit organizations.
