Title: Communication & Generation Gaps in the Workplace
Headings: Intergenerational Communication Issues: Management Tips for a More Effective Workplace
Intergenerational Communication Issues: Management Tips for a More Effective Workplace
Understand the Generation Gap in the Workplace
Baby Boomers
Gen X
Millennials
Learn to Recognize Ageism and Generational Conflict in the Office
Watch Out for Ageism in the Hiring Process
Practice Workplace Communication Strategies to Defuse Generational Conflict
Banish Stereotypes
Rethink Company Culture
Use Multiple Communication Methods
Be Mindful of Your Own Experience and Limitations
Become an Active Listener
Provide Uptraining When Necessary

Content: U.S. law prohibits harassment and discrimination in the workplace based on someone’s age for employees who are age 40 or older. Employees are only protected against ageism if it contributes to a hostile work environment or affects conditions of employment, such as compensation. In the workplace, ageism can take many forms, and it isn’t always clear what actually constitutes age discrimination. It can affect hiring practices, factor into promotions or raises, and even seep into your company culture. And, though only older adults are legally protected against ageism, younger employees may also experience prejudice from their coworkers or the company because of their age. Different generations see each other in particular ways at work, largely due to the stereotypes associated with each generation, and these perceptions play heavily into ageism, creating conflict between older and younger employees. For instance, baby boomers may view millennials as entitled, lazy and antisocial, but millennials may consider baby boomers to be old-fashioned, technologically illiterate workaholics. It doesn’t matter whether or not there is truth in these stereotypes; either way, they can cause employees to be prejudiced against each other, simply due to their age gap. Watch Out for Ageism in the Hiring Process
As a manager, you have to be mindful of your own biases during the hiring process, including ageism.