- Hiring Tips That Result In Quality Recruiting
- Interview Question Recommendations
- Training Challenges With New Recruits
- Tips To Training New Staff
- Managing And Resolving Staff Complaints
- Advice For Disciplining Difficult Employees
How To Overcome Generational Struggles
- Succession Planning For The Future Of The Department
What advice could you offer managers struggling to communicate/manage staffs of various generations?
I have found that networking with other managers, searching the web on this type of management topic, and experience has worked for me when I have found myself struggling to communicate/manage staffs of various generations. This approach also works for the communication/management of staff from different cultures.
— Michael Gutierrez, Manager of Building Operations, Milwaukee Public Schools
Educate yourself on the generational differences so that you are aware of what motivates them and how they approach work. There are a number of books and seminars that can inform a manager about the generational differences.
— Steve Spencer, Facilities Specialist, State Farm Insurance
I recommend taking an educational session or class on understanding the differences in the generations. I found it much easier to accept the ideas and opinions of all generations once I understood these differences in their style of thinking.
— Doreen Bessert, C.E.H., Worksite Placement Coordinator, Custodial Supervisor & Central Purchasing Agent, Maitowoc County DPW
Team building exercises and communication with and between staff can go a long way in learning to manage different generations. Become educated on their cultures, learn their interests, their goals and how they view the world and the working environment. Observing how the staff works and interacts with one another can tell you a lot, too. It’s important to prepare yourself for the journey of continuous improvement, learning about social media, sustainability, technology, and managing the stress instead of letting the stress manage you.
— Ada Baldwin, M.R.E.H., Director for University Housekeeping, North Carolina State University
I don't worry about different generations. Instead, I believe that every employee just wants to feel appreciated, respected and treated fairly. When it comes to leading others, I say you need the four F's:
Be Fair — Equitable work schedules, don’t prejudge, hear all sides before making decisions, and treat others with respect, honesty, dignity and integrity.
Be Firm — I don’t expect to be liked by all, but they will respect me because I am their leader. Be firm when it comes to living within the rules (i.e. attendance, tardiness, doing the job and doing it well). Have a strong work ethic and you will be respected.
Be Factual — Deal with the facts of a case. Make sure you have all the information before making a decision.
Be Friendly — I have an open door policy. I lead by example. And I maintain open communication up, down and across the organization. I want to get to know and meet with each employee.
— J. Darrel Hicks, R.E.H., Director of Environmental Services & Patient Transport, St. Luke’s Hospital
Communicate the vision and mission clearly and explain the role of each team member and how they can assist the department in achieving the mission and vision. People want to know why they were hired and why it’s important.
Be honest, transparent, and humble and treat everyone with respect all the time. Listen to people and realize that you can learn from anyone at any time. Recognize and celebrate the accomplishments of others and don’t allow anyone to disrespect or steal credit from others. It is not one communication technique but the environment one creates as a leader that fosters effective communication, regardless of when a person was born.
— Gene Woodard, R.E.H., Director of Building Services, University of Washington
Advice For Disciplining Difficult Employees
Succession Planning For The Future Of The Department
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