For the first time in history, we have five generations in the workplace, which also means dealerships are juggling the interests, needs and communication styles of members whose ages span over a half-century. Each of these groups has been influenced by the socio-cultural events that took place during the formative years of their lifetimes, including how each generation views its financial needs, goals and communication preferences. A generation is defined as “a group of people born around the same time and raised around the same place. People in this birth cohort exhibit similar characteristics, preferences and values over their lifetimes.”

This generational melting pot presents an interesting puzzle for both owners and management teams because a one-size-fits-all approach is no longer an effective way to engage all employees. In order for employees to be fully engaged and participate, more and more, the feedback is to communicate with them how they want to be communicated with.

Generations have differences in the values, beliefs and opinions of different groups of people. While some believe strongly in the differences, others believe they are a myth. Those believing in the differences assert they are important to recognize and accommodate, especially in settings with multiple generations in today’s workforce.

• Traditionalists value workplaces that are conservative and hierarchical and have a clear chain of command and top-down management.
• Baby boomers value workplaces that have flat hierarchies, democratic cultures, humane values, equal opportunities and warm and friendly environments.
• Generation X values workplaces that are positive, fun, efficient, fast-paced, flexible, informal and have access to leadership and information.
• Millennials value workplaces that are collaborative, achievement-oriented, highly creative, positive, diverse, fun, flexible and continuously providing feedback.
• Generation Z value workplaces that offer security, are competitive and offer independence where they can multi-task and communicate face-to-face in an entrepreneurial environment. They are digital natives who want to be catered to.

Leaders need to be adaptable and willing to negotiate compromises to effectively serve all generations. While it may not always be possible to find a middle ground, making an effort can create significant positive change. It’s important to work on bridging the generation gap without exacerbating it. Achieving this requires thoughtful conversations conducted in good faith, as well as effective negotiation. Let’s examine where intergenerational conflict may arise and the potential consequences if leaders fail to establish an inclusive path forward.

Communication

Setting expectations upfront can help avoid any confusion while reaching business goals. 

• Set clear guidelines and expectations for communication channels and response times.
• Offer training on effective communication strategies for leaders, focusing on bridging generational gaps.
• Promote collaboration and communication across generations through group projects that develop intergenerational skills.
• Provide cheat sheets during onboarding that include team communication preferences. Add personal details (pets, hobbies, etc.) to facilitate quicker interpersonal connections.
• Train employees on scheduling emails for later to respect communication preferences, and not pressure them to respond outside of regular business hours, even if their colleagues are working during those times.

The Work/Life Balance 

Different generations have unique expectations regarding work hours, flexibility and time off. However, preventing burnout is crucial for all age groups. Research indicates that an imbalance between work and personal life greatly contributes to burnout, leading to higher turnover rates and lower job satisfaction. To enhance work/life balance across generations while maintaining high productivity and morale, consider the following strategies.

• Provide flexible work arrangements, including options for hybrid, remote or adjustable schedules.
• Encourage employees to prioritize self-care and well-being by implementing wellness initiatives.
• Establish policies and guidelines that encourage work/life balance and clearly define expectations for all employees.
• Offer resources and support for effectively managing stress and achieving a healthy work-life balance.

Embracing Technology

Different rates of technology adoption can hinder team collaboration and engagement. Training and effective communication are essential to bridge the gap between these varying adoption rates. Consider the following steps to help your employees embrace technology.

• Implement training programs to enhance digital skills across all generations, including opportunities for cross-skilling.
• Foster a culture of questioning where individuals from any generation feel comfortable raising their hand and saying something like, “I’m having difficulty understanding the new process. I know I’ve asked before, but could someone please help me?”
• Develop a technology adoption roadmap that includes ongoing support and clearly outlines training expectations.
• Engage employees in the decision-making process and address their concerns about changes in technology.

Benefit Offerings 

Each generation requires different benefits, however, it’s crucial not to make assumptions based solely on someone’s birth year. Instead, employers should ask employees about their specific needs and then offer them a range of options. This can make a huge difference in employee retention. 

Additionally, providing a wide variety of choices and benefits can distinguish employers in the competitive job market, helping them resonate with and attract talent from all generations. Failing to provide complete information about benefits or not communicating them clearly can hinder your ability to attract new talent. Job postings that explicitly mention various benefits, such as workplace wellness programs and flexible work arrangements, tend to receive significantly higher engagement rates from job seekers compared to postings that do not include these details. To enhance benefit participation, consider the following. 

• Regularly assess and revise benefit offerings to reflect changing demographics and incorporate employee feedback.
• Clearly communicate the value and purpose of each benefit to ensure transparency and understanding.
• Consider cafeteria-style benefit plans where employees can select the benefits that suit them best.
• Ask the right questions to avoid overpaying for unnecessary benefits. For example, while some employees may express a desire for fully remote work, you might find that, upon further inquiry, they are actually comfortable coming into the office two days a week.

Conclusion 

To maintain an up-to-date understanding of your workforce, establish feedback channels throughout the employee experience. Consider conducting stay interviews to gain insight into why employees choose to remain with the company and why others leave, rather than waiting for exit interviews after someone has departed. By approaching it this way, you can gather valuable insights that may influence your workplace strategy, lead to changes in policies and benefits, and help shape your plans for attracting and retaining talent.

Remember, work cultures are dynamic and must evolve alongside your workforce. The suggestions in this article are not one-time fixes; instead, they offer ways to collaborate with your employees to find timely solutions tailored to your team’s needs. As you adapt and are transparent about your actions, the strategies you implement can go a long way in helping your business’s growth and success. After all, happy employees lead to happy customers. And isn’t that what selling cars is all about?