{"id":7588,"date":"2019-06-23T08:09:36","date_gmt":"2019-06-23T12:09:36","guid":{"rendered":"https:\/\/kerryhannon.com\/?p=7588"},"modified":"2019-06-23T08:56:30","modified_gmt":"2019-06-23T12:56:30","slug":"how-to-succeed-in-a-multigenerational-workforce-with-lindsey-pollak","status":"publish","type":"post","link":"https:\/\/kerryhannon.com\/?p=7588","title":{"rendered":"How to Succeed in a Multigenerational Workforce with Lindsey Pollak"},"content":{"rendered":"\n

\n\nI have been known to roll my eyes when I tell my story about an editor several decades my junior who didn\u2019t return my phone calls or emails\u2013which enraged and frustrated me. Then one day, I tried texting and poof, she responded immediately. I realized that I had spent far too much energy being resentful. And by learning how to communicate, our relationship took off.<\/p>\n\n\n\n

Read on<\/strong> Forbes<\/strong><\/a><\/p>\n\n\n\n

The truth is, today\u2019s workforce is a kaleidoscope of five generations which can be tricky to navigate. But according to a recent AARP poll on the value of a multigenerational workforce<\/a>, seven out of 10 adults say they like working with people from generations other than their own. <\/p>\n\n\n\n

To learn more about how workers and managers can do it well, I just interviewed Lindsey Pollak<\/a>. She\u2019s a Gen Xer who\u2019s a guru on millennial workers and author of the smart new book, The Remix: How to Lead and Succeed in the Multigenerational Workplace<\/em>.<\/p>\n\n\n\n

In music, a remix is a well-known classic song that has been changed by a new artist to make something new. In the workplace, Pollak says, the remix means taking practices or habits embraced by a previous generation and changing them to better appeal to millennials<\/a>, Gen Zs and future generations to come so that work colleagues can succeed together.<\/p>\n\n\n\n

Here are excerpts from my conversation with Lindsey Pollak:<\/p>\n\n\n\n

Kerry Hannon: Ricoh has new research on the so-called generational divide in the workplace<\/a>which found that 71% of workers find a cross-generational workplace an asset to a company and 76% reported enjoying working alongside colleagues of different ages. Your thoughts?<\/strong><\/p>\n\n\n\n

Lindsey Pollak:<\/strong> That\u2019s terrific. I have come across several studies that employees like to be on multigenerational teams. We are very segregated very frequently at work, and multigenerational teams<\/a> are what everybody wants and what everybody needs.<\/p>\n\n\n\n

\u201cIf somebody is coming to ask for a promotion at a time you perceive to be too quickly, they are probably trying to show their ambition and desire to get ahead \u2014 not trying to be entitled.\u201d<\/p>\n\n\n\n

What\u2019s your advice for 50+ managers of millennials?<\/strong>
Assume the best intentions. Millennials and Gen Z can \u2014 not always, but can <\/em>\u2014 communicate differently and work differently and have different expectations than what we might bring to the workplace. Assume they are trying to do a good job and assume they are trying to communicate.<\/p>\n\n\n\n

And have more empathy. For example, if you are annoyed that your millennial employee keeps texting or instant messaging, they are probably not trying to avoid you. It\u2019s their natural tendency to communicate that way first.<\/p>\n\n\n\n

If they are wearing ear buds in the office and you find that off-putting, they are probably trying to concentrate and get more work done rather than being unavailable to you or distracted. They grew up wearing headphones and listening to music while they did homework at school and that is how they try to be productive.<\/p>\n\n\n\n

If somebody is coming to ask for a promotion<\/a> at a time you perceive to be too quickly, they are probably trying to show their ambition and desire to get ahead \u2014 not trying to be entitled.<\/p>\n\n\n\n

What else?<\/strong>
As the boss or manager, be very clear on what your expectations are. Don\u2019t make assumptions that anyone \u2014 especially younger workers \u2014 will communicate the way that you choose to communicate or would make the same decisions that you would make.<\/p>\n\n\n\n

I had a law firm partner tell me that he was really disappointed by the writing skills of his junior associates. I told him he needed to be more specific and tell them what he was looking for. So he started to put together files and PDFs of what he considered to be really good writing. With so much diversity in the workplace and so much change, it is more important than ever before to show examples.<\/p>\n\n\n\n

No matter what your generation, what matters is things like: My boss cares about me. The boss spends one-on-one time with me. It\u2019s not difficult. You just have to do it.<\/p>\n\n\n\n

How do you advise boomers and Gen Xers who are working for younger bosses<\/a>?<\/strong>
As Michael Watkins and his book, The First 90 Days: Critical Success Strategies for New Leaders at All Levels<\/em> recommends, with any new person you work with, have a \u2018style conversation\u2019 and say you are really looking forward to working together, ask \u2018What\u2019s the best way to communicate with you? What\u2019s the best way to get in touch with you? Any tips on reaching out when I\u2019m in trouble? Any specific things that you look for that I might not realize?\u2019<\/p>\n\n\n\n

Ask. Instead of guessing.<\/p>\n\n\n\n

I know many boomers who like to text and instant message. We have so many more ways of communicating now that you can\u2019t make an assumption about what someone\u2019s preference is.<\/p>\n\n\n\n

What is the role of curiosity in making the multigenerational workplace succeed?<\/strong>
Chip Conley<\/a>, the author of Wisdom @ Work: The Making of a Modern Elder<\/em>, is the model for my advice. We live in times of constant change, but if you approach that with curiosity and interest, that is appealing to any generation.<\/p>\n\n\n\n

People who are curious about what is new and what is interesting will thrive.<\/p>\n\n\n\n

A lot of the people I interviewed for the book who are older and working with younger bosses want the energy and the change. Those who are complaining are not resisting the young people, it\u2019s that they are resisting change<\/em>. That attitude is not helpful in the current world that we live in.<\/p>\n\n\n\n

A lot of younger workers don\u2019t even notice that someone is older until that person brings it up. If the older worker is excited and energetic and passionate about an issue, that is what you are focused on, and you\u2019re not talking about your age.<\/p>\n\n\n\n

The more you draw attention to age, the more important it becomes. Not that ageism is not an issue, because it is.<\/p>\n\n\n\n

Tell me about the beauty of co-mentoring.<\/strong>
Everybody of any age has something to contribute to your career personally, or to your work, and your team or organizational goals. The \u2018remix\u2019 is co-mentoring; the conversation goes two ways.<\/p>\n\n\n\n

One manager I know would ask his millennial workers to put a new app on his phone each week. \u2018I want to have the same experiences and use the same technologies that you are choosing to use, so show me,\u2019 he told them.<\/p>\n\n\n\n

When it comes to the \u2018training remix,\u2019 you say millennials will choose learning over cash. Tell me more.<\/strong>
Cash is important. You need to pay people a fair wage. That said, a thousand-dollar bonus compared to a skill or new coding language or managing technique that will help me grow and get my next job in our current economy has more currency.<\/p>\n\n\n\n

Likewise, if you are mid-career professionally, the agility and reskilling you could receive that can keep you in the workforce for another decade or two has tremendous value. More than ever, nobody can afford to stay stagnant.<\/p>\n\n\n\n

Parting thoughts?<\/strong>
I have empathy because there is a difference with all of these generations working together. It is not a Pollyanna world where everyone can hold hands and walk into the sunset together. You have to be proactive.<\/p>\n\n\n\n

 By Kerry Hannon<\/a>
Entrepreneurship and Personal Finance Expert Kerry Hannon is the author of the upcoming book, Never Too Old to Get Rich: The Entrepreneur’s Guide to Starting a Business Mid-Life<\/em><\/a>. She  has covered personal finance, retirement and careers for The New York Times, Forbes, Money, U.S. News & World Report and USA Today, among other publications. She is the author of a dozen books including Money Confidence: Really Smart Financial Moves for Newly Single Women<\/em><\/a>,  Great Jobs for Everyone 50+: Finding Work That Keeps You Happy<\/em> and Healthy…and Pays the Bills<\/em><\/a>, Getting the Job You Want After 50<\/a>,<\/em>Love Your Job: The New Rules for Career Happiness <\/a><\/em>and What’s Next? Finding Your Passion and Your Dream Job in Your Forties, Fifties and Beyond<\/em><\/a>. Her website is kerryhannon.com<\/a>. Follow her on Twitter @kerryhannon<\/a>.<\/p>\n\n\n\n

Next Avenue Editors Also Recommend:
How Boomers Can Seek Allies Among Younger Workers<\/a>
What Older Workers and Younger Workers Can Learn From Each Other<\/a>
3 Tips for Boomers to Manage Multigenerational Workforces\ufeff<\/a><\/p>\n\n\n\n

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Lindsey Pollak, photo courtesy of Ms. Pollak<\/figcaption><\/figure>\n
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