Leading The Next Generation

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Leading The Next Generation

I remember when I first started working there were only two generations in the workplace: the one in control and the one that wanted to be in control. Those of us in that second group were expected to work hard, learn, and respectfully wait our turn.

Today, there are 5 generations that impact the workplace. The younger generations expect the older ones to adapt to them. Oddly enough the older generation seems willing to do that. At least somewhat.

There’s still a need for the younger generation to learn and the older generation to instruct. A complaint I hear a lot is that young people entering the workforce today don’t have the basic work and communication skills supervisors expect. They come to a job expecting to have a lot of autonomy. They want to question everything and expect to have a voice.

While it’s true that these young people need some additional training and coaching, they also have ambition that wasn’t as common in previous generations. They want to learn and they are more likely to seek out challenges and new opportunities.

They are less loyal to a company or business. They don’t expect to spend their whole working life in one place. They are willing to move on if they don’t feel their current position is giving them the opportunities they want.

Leaders can embrace this characteristic. Help young people adapt to the new work environment but also keep looking for ways to challenge them. After all, when they rise to the challenge, and they will, you and the company will ultimately win.
Learn more about leading the different generations in the workplace in Balancing the Generations: A Leader’s Guide to the Complex, Multi-Generational, 21^st Century Workplace.