Focusing On Our Commonality is Key:
Leaders are all facing the challenge of re-acclimating teams to a post-pandemic workplace, whatever that means to your organization. For many companies, that means four generations (Gen Zers, Millennials, Gen Xers and Baby Boomers) will share office space for the first time in a long time.
You’ve probably noticed that each generation has its own set of drivers and expectations. If you are trying to balance everyone’s differences and needs, you may be feeling overwhelmed.
Approaching differences from a strengths-based perspective will reveal similarities useful in identifying a consistent leadership style.
If you look at Gallup’s research on the top five strengths across generations, there is a lot of consistency. We are more alike than we may think.
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So as we go back to work, whether it’s hybrid or in person, let’s remember there are some common things we all want:
- All generations have a high motive around getting things done, with Achiever and Responsibility in every generation’s top five strengths. Focus people on goals and what needs to get done, as there will be distractions.
- Relationships at work matter. People want to have friends at work, as noted with the Relator strength across all generations.
And it’s good for business when we focus on relationships, as Dr. Sigal Barsade, a professor of organizational behavior at the Wharton School of the University of Pennsylvania, found with her 2018 study of loneliness in the workplace. Her data showed that lonelier employees feel less committed to their employers and also to their coworkers. People with friends at work are more committed and engaged.
- All generations want clear goals, objectives and knowledge about what they are paid to do. This is even more important now as business planning and organizational capacity may be a focus as people return to work.
By taking a strengths-based approach to our differences, we see the uniqueness of each person. And when we look across the generations, we see some similarities.
As you’re trying to accommodate everyone and put together a solid strategy, remember to listen at least as often as you communicate. Leaders who rush to offer perks or redesign office space to entice WFH-ers back to the office may miss the mark if they don’t take the time to understand what matters to people.
