Keeping generational conflict out of the workplace is managing the diversity of age groups, the factors that drive conflict, and its impact on individuals.
The reality is that keeping generational conflict out of the workplace is a big issue for employers with multiple generations. For instance, today’s workforce is comprised of five different generations possibly all in one workplace. This includes the Silent Generation (Born 1922-1945); Baby Boomers (Born 1946-1964); Generation X (Born 1965 -1976); Millennials (Born 1977-1994); and Generation Z (Born after 1994). These five generations have different responses to conflict and stress. Therefore, having an effective workforce means managing the health, wellness, and productivity of this diverse generation employee base.
What is generational conflict?
A generational conflict arises whenever the interests, perceptions, or ideals of one generation collide openly with those of another. For example, older workers may label younger workers as lazy or lacking in respect for authority. Younger workers may label older workers as out-of-date and unwilling to try new ideas.
It might also simply be about power or clout. This is a case when a young person, who has an innovative idea, wants to be noticed, but ignored, or an older person who wants his experience and loyalty to the company appreciated.
Similarly is a situation of different work style, when a manager born in 1986 who cherishes individuality, fails to understand the impatience and frustration of an employee born in 1990 desiring constant communication. They are each staying inside their generational cocoon and may become irritated with each other without knowing why, or how to resolve it.
Consequently, differences in communication styles, general work practices, collaboration, and expectations from employers can create a difficult environment for all generations to work together harmoniously.
The impact of generational conflict on workers
When five generations of workers are in an organization, there is a high possibility of conflict. This is because differences in work ethics, values, and perspectives such as deadlines, job security, experience, promotion, and risks, can induce conflict. And such differences, if allowed to continue, can result in negative physical and emotional responses. For example, Baby Boomers often strive for job security, Millennials pursue career progress, and Gen Xers prioritize work-life harmony and financial security.
In order to reduce inter-generational conflict at the workplace, a wholesome approach to health, conflict management is necessary. So by creating a workplace that doesn’t contribute to unhealthy levels of conflict among employees, employers can enjoy a more engaging culture, improved productivity, and reduced healthcare costs.
5 reasons to reduce generation conflict
Generational diversity is good for the business and the health of employees. For instance, Millennials and Generation Z employees, in particular, actively seek inclusive workplaces that promote diversity and provide opportunities for growth. Nonetheless, here are five reasons to reduce generation conflict and promote generational diversity in the workplace:
More innovation: Generational diversity makes organizations more innovative, helps connect with customers, and introduces new perspectives and skills.
Bolster profits: Fosters cross-generational mentoring and knowledge sharing, enabling employees to learn from one another and leverage their collective strengths, and helps bolster profits.
Better collaboration. Collaboration among employees from different generations can lead to increased productivity. And when employees feel valued and included, they are more motivated to contribute their best work. This collaborative environment enhances creativity, efficiency, increased transparency, and overall team performance.
Increased productivity: Helping to reduce conflict across all generations also proves to be good business. According to a study, healthy employees are three times more productive than unhealthy employees. The goal isn’t to eliminate all conflict, but rather to reduce the impact on overall productivity.
Employees’ health: Providing the tools and support to help employees cope in their roles. For instance, younger generations take a more holistic view of health and expect their employers to do the same. This includes emphasizing physical fitness, healthy eating, and mental well-being. And 54% indicate that a company-supported wellness program is important or extremely important.
How to avoid dangers of generational conflict
While five generations working together creates a potential for creativity and innovation, it can also create conflict and misunderstanding. You can avoid dangers and thrive through these conflict resolution ideas:
- Encouraging and creating an open and honest communication environment where employees feel comfortable raising concerns and conflicts can help prevent conflicts from escalating.
- Providing communication skills training to employees can increase their ability to communicate effectively with a diverse range of individuals.
- Managing the communication problems that are often at the heart of organisational conflict.
- Rethink hiring practices, managing styles, rewards, training, and retention of employees, and how each generation may respond.
- Recognising that each employee has distinct sets of skills and different things they bring to the table.
- Focusing on similarities between individuals, rather than on generational differences.
Bottom line
Keeping generational conflict out of the workplace is not just an important requirement but also a strategic advantage for organizations in today’s connected world. So, generational harmony in the workplace can be achieved by accepting and valuing the unique contributions of each generation. Furthermore, by nurturing an inclusive workplace environment that promotes collaboration, innovation, and productivity, generational conflict is reduced. Finally, keeping generational conflict out of the workplace requires an ongoing effort, education, and commitment. But, by taking the recommended conflict resolution steps, organizations can unlock the full potential of their workforce. And similarly create a workplace that thrives on generational diversity and inclusion.
Photo Credit: Creative Commons
Abiola is the founder of Indulge™ group of companies, a healthy-living focused group. A passionate believer in a healthy lifestyle, living in the United Kingdom made it easy for her to pursue a health and fitness regime. She is the Managing Director/CEO of Indulge Nigeria Limited and Indulge Cares Nigeria Limited, both companies promoting the benefits of a healthy lifestyle for the prevention of illnesses and diseases. Abiola is available on https://www.indulgeinhealthyliving.com/
