Managing intergenerational dynamics can be complicated in a large, layered campus environment where people are not only from different generations, but from different cultures and geographic areas.
In the workplace, intergenerational differences can arise when handling things like remote work, communication preferences, and boundaries. Some people don’t think twice about having their email notifications connected to their phone, while others prefer to maintain very clear boundaries when the work day ends.
Whether you are staff, student, or faculty, managing all these intergenerational relationships can get complicated. Here are some steps you can take to create connections across generations and help understand the perspectives of different generations.
Develop relationships that stem from curiosity rather than judgment
The first step in feeling comfortable asking coworkers questions about their experience and perspective is developing a relationship with them. By intentionally connecting with others around you, others will feel more comfortable sharing their perspective on things you may be curious about.
It’s important to normalize gaps in knowledge and to embrace hearing new ideas, but this can be easier with a foundation of trust. For example, I am a direct communicator, and sometimes this is misconstrued as being rude, especially within the context of “Midwest nice.” Once I clarify that I’m seeking to understand another person’s perspective, they are more willing to share their experiences and reasoning.
Ask questions, avoid assumptions
When faced with confusion, we tend to revert to assumptions and shortcuts, especially when working across generations. However, many traits and stereotypes associated with certain generations can lead to unfair assumptions.
As an academic advisor, I hear students express frustration when instructors don’t allow laptops or tablets during class. Maybe students assume the instructor is just old and cranky and doesn’t want to try anything new. In this case, it is helpful for the students to lean into their curiosity and not make assumptions. Take “they never allow laptops or tablets in class, it’s so annoying,” and turn it into, “I wonder WHY they have this policy?” Maybe it’s because the instructor has never learned about helpful note-taking apps students want to use. This is a great opportunity for younger students to share their experiences with their instructor, and an opportunity for instructors to create open channels of communication with their students.
On the flip side, I’ve heard instructors express confusion about student preferences for Zoom versus in-person meetings. Instructors could assume that Gen Z students are just lazy and are too reliant on technology, but there is often more to learn if they simply ask. Students like virtual meetings because it’s what they’re used to from high school. In-person meetings may seem intimidating. Trying to understand preferences opens a door for being curious about different life experiences.
Intentional about connection
To facilitate building intergenerational relationships and best practices, be intentional about the connections you create on campus and in the workplace. When tasks and meetings pile up, it can be hard to prioritize. Being intentional about connection can look like a lot of different things, such as a formal mentorship structure where staff are matched with an older/younger colleague on their team or lower-stakes options like a monthly coffee-hour after a staff meeting that people are encouraged to attend.
For campus leaders and instructors, creating a feedback loop encourages connection and meeting people where they are at in terms of how they like to communicate. For example, a student might not feel comfortable sharing their perspective or providing feedback to an instructor face-to-face in office hours or after class. This can be especially true for first-year and/or first-generation students. By intentionally creating feedback loops with a variety of modes, instructors can connect with their students and hear their feedback and experiences in a variety of ways.
While working across generations, you will find lots of differences, but those can be turned into strengths to enrich your workplace relationships. By leaning into curiosity rather than judgment, you open the opportunity to learn more about others around you while expanding your perspective. This can also help you avoid harmful assumptions and challenge stereotypes that may be untrue. Altering this behavior can feel difficult or unnatural, so it’s essential that this is done in an intentional way that works best for you and your workplace.
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