It sometimes feels like we focus too much on what makes us different, rather than those shared, fundamental characteristics that unite us, particularly with respect to “generational differences in the workplace.” Sometimes I wonder if, by focusing too much on those differences and labels we have created, we actually generate more problems than we solve. If not kept in check, those labels can drive a wedge even further between us. Allow me to paint you a picture. 

This is Gladys. Gladys is a manager at a factory that creates, as irony would have it, labels. You know those stickers that say “Hi, my name is”? Yeah, those things. Anyway, Gladys manages an extraordinarily diverse workforce. Ever-focused on employee morale, Gladys does a significant amount of research on generational differences in the workplace because she wants to be sensitive to the needs of her team. She reads one article in particular that straight up blows her mind. All of the research and articles she reads typically send the same message: “Baby Boomers act this way, Gen Xers act that way, and Gen Yers act the other way … treat each generation accordingly.” So Gladys begins putting the principles into practice. Soon after, the perceptive employees begin to notice a difference in the way they’re being treated. While they don’t necessarily feel that one group receives preferential treatment; there’s a noticeable difference. The end result: the team begins to separate itself into sub-groups based on the treatment they receive from Gladys. Because Gladys has perhaps over-emphasized these generational differences, she has, in fact, weakened her team.

Allow me to stop there. I am in no way encouraging you to scoff at the research and discussions regarding generational differences in the workplace. In fact, I feel that being sensitive to such differences is essential. But … all things in moderation! In order to maintain a healthy balance, I’d like to spend the rest of this article talking about generational similarities. Baby Boomers, Gen Xers, and Gen Yers, that is, the entire global workforce, still have plenty in common. Is it possible that we even have more similarities than differences? I think so! I mean, we’re all still humans, right? Then let us take a look at three elements that pretty much all employees have in common, regardless of the label they wear.

We crave respect. That simple sentence packs a big punch for me. Books have been written about it; songs too! It’s safe to say that 10 out of 10 humans (young and old) agree. Granted, the reasons we want respect might vary as a result of our age. For example, Baby Boomers may want respect because they’ve earned it. They’ve been in the trenches for decades. They’ve worked their way up from the bottom to get to their current status … and that deserves respect! On the flipside, a “green” Gen Yer, despite his or her youth and inexperience, brings a fresh set of ideas and a unique perspective to the table, which is immensely valuable. Respect that! And in the middle of it all is the Gen Xer, who manages to balance experience with technological know-how. Their adaptability also deserves respect! Whatever the reason … whatever the age, a desire for respect is a wholly universal concept amongst any business team.

We crave acknowledgment. A simple pat on the back, an “atta girl,” a sudden 75% increase in salary … whatever. You know what I’m getting at here. Everyone young and old appreciates acknowledgement of a job well done. And while research may indicate that one particular generation requires acknowledgment more than another, I am of the opinion that that is precisely where a manager can get his or herself into trouble if caution is not exercised! Showering the new, young employee with compliments for successfully turning a computer on is an easy way to create tension among the team. Delivering a disproportionate stream of affirming, positive feedback to a select group of individuals because of their age all in the name of “sensitivity” seems to be a bit self-defeating to me. Why? Because you’re only going to alienate everyone else … because everyone craves acknowledgment! Everyone wants affirmation that his or her hard work and talent are vital assets to the organization. 

We crave stimulation. Yet another generation-neutral element that everyone appreciates is a work environment that fosters stimulation and enrichment, which manifests itself in a variety of ways. The most obvious manifestation is in the day-to-day work that one performs. Nobody, regardless of age, enjoys being stuck in a rut, professional or otherwise. The same routine over and over gets stale quickly for everybody. A work environment can also be stimulating when management encourages its employees’ individual and professional development. Speaking from personal experience, I feel that there is something particularly invigorating when management demonstrates its commitment to my success by providing me with a variety of enrichment opportunities. Such opportunities might include in services about work-relevant topics, or simply dedicating a specific amount of time each week that encourages research and exploration of “hot topics” in my field. The bottom line is this: a stimulating work environment is something that every employee craves!

Well, there you have it. Before I wrap this thing up, I feel compelled to restate how important it is to learn about, consider, and even celebrate the diversity of your workplace, whether that be age-related or otherwise. It is, in fact, essential for successful management. Just don’t forget how much we all share in common in the process. In the end, we’re all cut from the same cloth—so just be fair!”

Staples has the Easy Button. Mardi Gras has the Big Easy, and my daughter has her Easy-Bake Oven. What do you have? We have some very smart followers of the (thought)wide blog series, and they shared a great deal of feedback on our recent blog 12 Revolutionizing Communication Resolutions for 2012 and they asked us – “Is there an EASY way that I can make MY communications better?”  Which got me to thinking – Is there an E.A.S.Y. way to better communications?  And the answer is YES – and here are my four E.A.S.Y. steps that can help you to make YOUR communication E.A.S.Y.!

E – Establish a simple and easy-to-understand statement
A – Ask questions, seek feedback right away, and be open to answering questions
S – Set aside time to have direct communication with team members via a face-to-face meeting or conference call to discuss new and important messages.
Y – Yahoo!  Effective communication includes more than to do’s and to don’ts….it includes celebrating the good stuff – and what is in it for the team member - in public!

E – Establish a simple and easy-to-understand statement
Write with your team in mind. Use words and phrases that are familiar and used among your team on a regular basis. Eliminate any unnecessary words or terminology and boil it down to the most basic information. The simplest of sentences can be the most attention grabbing. Go! Fight! Win!

A – Ask questions, seek feedback right away, and be open to answering questions
Once your team has had the opportunity to read or listen to your message, ask them to repeat them back to you in their own words while you check for understanding. Ask them if there are words or phrases that are unclear. Seek your team’s feedback on how they would refine your message.

S – Set aside time to have direct communication with team members via a face-to-face meeting or conference call about important new messages
Don’t get lost in the shuffle of the To-Do List and deadlines. Ask your team to set aside time to review new goals and objectives with you. If you keep the time focused and productive, you will see a return on your investment of time and resources.

Y – Yahoo!  Effective communication includes more than to do’s and to don’ts….it includes celebrating the good stuff – and what is in it for the team member - in public!
Everyone loves a party and everyone loves it more when they are reason for the party. As milestones, goals and objectives are met, take time to recognize those who made it possible. Be specific about their contribution. Take the opportunity to show your team members how this is not only helping your team as a whole, but how it is also helping each individual team member.

You may not get to the Big Easy this year, enjoy slightly burnt “treats” from your daughter’s Easy-Bake Oven or have a hidden Red Easy Button, but communicating can be “E.A.S.Y.” if you follow these four simple (thought I’d say “easy” again didn’t ya?) steps!