1. CHALLENGE STEREOTYPES.
A powerful way to demonstrate respect for others is to move past labels and treat people as individuals with unique experiences, preferences, and interests. Begin by examining your own ideas about other age groups. Then help others recognize when age stereotypes may be hurting collaboration. To challenge stereotypes:
• Treat everyone as an individual.
• Assess how age stereotypes may color your views.
• Encourage others to reject age stereotypes.
2. FIND COMMON GROUND.
While each of us is unique, we share more than you might think. Invest time discovering what you share—needs, goals, interests, points of view—with individuals from other generations. What you share with and learn from them can strengthen the human connection and sense of community that support collaborative work relationships. To find common ground:
• Ask respectful questions.
• Listen with an open mind.
• Connect on the human level shared by all.
3. FIND THE TALENTS IN EVERYONE.
Regardless of generation, everyone has something important to contribute. It’s a matter of taking initiative to find those talents and match them with the challenges at hand. When you respectfully ask about the interests, abilities, and experience of others, you enhance their sense of competence and encourage them to contribute to a shared effort. To find the talents in everyone:
• Assume that everyone has value to contribute.
• Ask others about their interests, abilities, and experience.
• Allow for a range of productive work styles.
4. MIX IT UP.
Most of us prefer to spend time with people like ourselves, including those of similar age. Working across generations helps realize the tremendous value of diverse perspectives, which often spark creativity and innovation. Your daily effort to offer and ask for help builds strong connections among age groups and makes everyone’s job easier. To mix it up:
• Partner across generations.
• Find collaborative ways to share your perspective.
• Respectfully ask for and offer ideas and help.
5. EXPECT A LOT.
Low expectations due to age stereotyping wreak many forms of havoc, in particular the self-fulfilling prophecy. We tend to get what we expect of ourselves and others. In contrast, high expectations—for how and how well people apply their talents—demonstrate our respect for others and promote increasing competence over time. To expect a lot:
• Challenge yourself to learn, grow, and perform.
• Hold yourself and others to high standards.
• Observe how expectations drive effort and results.
The long-term success of any organization depends on contributions from employees of all ages. Employees who apply these practices to see one another as they really are, not as stereotypes, can help support a motivating, collaborative, and productive workplace.
What We Share
Everyone shares at least four universal needs in the workplace. People of any age feel highly motivated when the following needs are met:
RESPECT – feeling valued as a unique individual. A recent study found that respect from peers, superiors, and direct reports is the top-rated workplace need of all generational groups. Conversely, we found that expressions of lack of respect have a distinctly depressive impact on workplace productivity, creativity, and relationships.
COMPETENCE – feeling valued as knowledgeable, skilled, and experienced. People have a powerful need to hone and demonstrate skills, whether technical, interpersonal, or leadership. Opportunities to develop and show competence—as well as recognition for effort and results— are powerful motivators for every generation.
CONNECTION – collaborating with trusted colleagues and co-workers. Regardless of age, people want to collaborate. Studies show this intrinsic need more powerful than extrinsic needs, such as the desire to earn rewards or avoid punishment. Cross-generational effort brings results through a melding of views and experience.
AUTONOMY – exercising self-control within guidelines to achieve shared goals. No one has total autonomy in the workplace because all must contribute to shared results. Still, people crave autonomy, or freedom, to shape their work to support the work of others. This kind of flexibility helps people of all ages to thrive in an organizational setting.
Sources: Deci, E.L., and R.M. Ryan. “Facilitating optimal motivation and psychological wellbeing across life’s domains.” Canadian Psychology 49 (2008): 14–23.
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