Multi-generational management is a strong challenge in a society where everything is changing so rapidly that the culture and habits of the Senior citizen seem to be at the antipodes of those of generation Y and generation Z. Here are a few tips to better understand and make seniors, Gen-Xers and younger generations work together. And a video on the issue of autonomy and flexibility demanded by Y and Z.
How best to manage seniors in the company?
Here are 3 tips: manage them normally, i.e. as equals, from adult to adult, neither from a high nor low position.
Second: show consideration for their skills and experience, which are an asset for all.
Third: find the right levers to keep them motivated.
They were born between 1980 and 1995 (2000 according to some experts). They are called generation Y, followed by Generation Z.
Babyboomers and X’s are a bit helpless in the face of those who will soon represent the majority of employees.
The good news is that their difference and their demands are forcing managers to become excellent. Not just good managers who deliver results, but leaders who inspire, listen, develop, take risks. How to manage the new generations Y and Z? Here are 3 tips: treat them like adults, be inspiring and be flexible.
Generations Y and Z want or even demand greater freedom in the form of autonomy and / or flexibility.
As for the older generations, they are sometimes irritated by this demand, because they find the liberation that the Ys and Zs grant incompatible with the corporate world.
In this video we will explore what these younger generations expect in terms of autonomy and flexibility and how to respond.