Ethically Managing Across Generations in the Workplace

Often times the work place is equally diverse in age as it is culturally. Folks in leadership positions can find themselves in situations where they question the ethics of effectively managing across generations. Being able to form a cohesive work unit where the strengths of all are showcased and built upon regardless of age is key. The Wall Street Journal published an article titled “How to Manage Different Generations” in 2009 and it does a good job summarizing a few key points that leaders should take into consideration when managing across generations as well as pointing out a few pitfalls to avoid. It explains some differences leaders can expect when leading a group of Baby Boomers along with some Gen X’ers and Millenials mixed in there for good measure.

Differences between age groups of employees brings the need for folks in leadership positions to learn how to manage effectively taking into consideration all that employees from each generation have to offer. One pitfall the article suggests avoiding is stereotyping. Stereotyping can be dangerous and is an unethical way of managing people. Older employees have a lot of insight to offer younger employees and younger employees have a fresh, sometimes new or innovative perspective to bring to the table. One way the article suggests facilitating this joining of knowledge is a mentoring program so that multi-generational employees can learn from each other. It has been said the knowledge is power. Learning form different generations can be helpful in understanding the differences in learning styles especially when it comes to newer technology. Another way the article suggests of accommodating different generational learning styles is to provide regular training and giving every employee a voice regardless of their age.

Employees of different generations require different accommodations when it comes to their work environments. Older baby boomers may consider a strict work

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