How Do Generational Differences Affect Workplace Psychology?

Increased generational diversity means more complex workplace psychology. People operate by different rules, they're motivated by different things and they all react differently to the same organizational structures and practices.

If that sounds familiar, step back for a moment. The same thing could be said about any type of diversity. You could even say the same thing about larger organizations versus smaller ones.

Company Culture Over Generational Culture

When you talk about generational psychology at work, you're talking about culture. You're talking about how people do what they do.

You might know some of the generalizations about the various age groups in America. For example, millennials tend to be less committed to companies than do baby boomers.

Even if the stereotypes are true, these are just default actions. They are what people fall back on when they don't have a stronger influence.

Knowing the type and strength of each impulse for each generation is important. What's more important is clearly communicating the culture of your organization. Culture is a set of actions, values and priorities every member of your team shares and owns. It should be the strongest influence in workplace decision-making.

Consistency at the Leadership Level

The term, “Every member of your team,” includes you. It's important you walk the talk of your culture. For example, if you want to create a culture of long-term commitment that even the typical millennial can own, you probably want to focus on late-career retirement rather than a five-year buyout as your personal exit strategy.

When you commit to your method and message, it's obvious to your team culture is important. The more consistent you are, the more effective your culture will be.

Generational Workplace Psychology and Culture

It can be helpful to know the specific challenges you want your culture to overcome. Here are some of the major psychological effects generational diversity might have on your organization. Remember that all of these fall squarely under the influence of your company culture.

·  Different relationships: People from different generations tend to feel more comfortable in different types of hierarchical structures. They also tend to have different ideas about priorities regarding the demands of their social, familial and professional lives.

·  Different communication: Communication is usually one of the biggest challenges, especially since clear communication of organizational culture is a prerequisite to overcoming generational differences. Age cohorts tend to adopt different styles, frequencies, formats and channels by default — and possibly go so far as to actively resist others.

·  Different attitudes towards loyalty: There is often some generational disparity about what it means to be a member of a team, or what it means to have a job with an organization. This can affect retention, development, teamwork and even performance.

Generational habits are cultural habits. You can address any issues they cause by strengthening the culture of your organization. That is easier said than done, but committing to the process will yield a stronger, more successful group.