5. MANAGE THE GENERATIONAL GAP
MANAGE THE GENERATIONAL GAP
Having identified the challengers of Generational
gap, managing the same will provide greater opportunities to the organization.
Following actions could be taken to manage the
gap between the generations.
01. Collaborative Knowledge
sharing & Training
Frequent knowledge sharing sessions will bridge
the gap between generations and minimize the conflicts between them. Knowledge
of the senior staff as well as the junior staff also should be shared in order
to get the maximum benefit out of the session. Help of the accepted independent
outside trainers also could be utilized to guide to the staff.
02. Effective
Communication
Clear communication channels should be
established in order to gather information. This should be two way
communication method.
03. Encourage
Flexibility
Flexible working plan should be establish to
match with different generations. Some employees may wish to work under flexible
working hours and some may not. Some may like for remote work and some may not.
Therefore, implementation of flexible working condition will enhance the efficiency
of the employer.
04. Benefit to Offer
Different Generations
Different generation expects different benefits
according to their expectation. Organization should evaluate the expected requirements
of the generation and act accordingly.
05. Monitor the
Feedback
After implementation of above proposals,
management should monitor the reactions of the each generation. Majority of the
majority should be recorded for future evaluations.
Reference
1 https://www.deputy.com/blog/the-generation-gap-how-to-bridge-the-gap-in-the-workplace
2 https://www.achievers.com/blog/5-ways-to-bridge-the-generation-gap-between-employees
Concerning the point # 1. I would like to add a comment. These senior supervisors should understand that, they have worked like us too and had come up in life with the experience or with the qualification. And their supervisors have let them to work independently and have correct them when something happens. Like vise these senior staff should guide us.
ReplyDeleteThey should make us prepare in order to sit on that particular chair one day.
The funny story behind that is they do not want get their pension and they wanted to get extend. That is the main reason behind that. I would like to view your comments on this regards.
Agree with you that, seniors should overlook the juniors while juniors are performing independently. If the juniors enjoy that freedom only the innovation will come out.
DeleteHowever, we need to urge to implement and publish a proper succession plan to our organization. In that case, seniors will not have reasonable explanation to request for a service extension. Our duty is taking the responsibilities without waiting to assign us.
Clear !!
DeleteKudos Sampath for the interesting topic. Do you think with the mindsets of older generations are ready to accept the knowledge, ideas and other things of the younger generations?
ReplyDeleteDefinitely they will not if they feel that younger are trying to teach / control them. younger generation should let them know that, there are several ways to perform in a convenient manner other than the usual methods. Then seniors will try them.
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ReplyDeleteDear Sampath , what is the way to evaluate the expected requirements of the generation? is there any specific way to do that or it depends on the generations?
ReplyDeleteWhat are your thoughts on the increasing trend of ‘reverse mentoring’, which means that mature employees are being paired with and mentored by younger staff on technology,?
ReplyDelete