We often say that the new generations will replace us. But can that replacing procedure be that simple? In reality, it is not which gives birth to many Intergenerational Conflicts within organisations. Old veterans may say no to digital ways, meanwhile the new generation may feel threatened with the constant calls or personal visits. Now we have a fine border named Generational Gap, and it may be worse than you think. So today we will find out 5 surefire ways to manage Intergenerational Conflict within your team.

When it comes to managing conflicts, there are different ways that work in different scenarios. Picking five wasn't easy, but If we had only five slots on our hand, then these will be always on the top Five List:

1. Open Communication

The biggest reason for most Intergenerational Conflicts is the lack of ears. Millennials may like to talk with minimum words to either save time, or allow the other side to interpret it in their ways. But in reality it ends up creating a fake expectation that the employee was never told, but is still expected. Maybe it would've worked before, but now it certainly cannot. So always welcome open communication and provide transparent information about anything. Saving up information only wastes time in the long run and definitely creates conflicts.

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2. Shares Goal and Mutual Respect

The best way to relate to someone new, is to understand what they are good at. Then you can start relating to it and continue the conversation. It may feel more like talking to a friend rather than professional, and that's exactly what we are aiming for. Now that stiff closed room talks aren't seen as something good, and most only feel intimidated by it. So, make them comfortable and find common ground. That is the only way to gain Mutual Respect in the modern age.

3. Mentorship and Reverse Mentorship

We all know what mentorship is, but what the hell is reverse mentorship? Well it means the mentor is not the trainer anymore, he is the trainee. Think of it this way, most new generations use CMS and productivity tools to work efficiently. But old timers often cannot. So the new employees can take turns and help their managers learn how the new technology works. And when the time comes to teach them something important, the role reverses.

4. Tailor New Styles

The world never stays still, it keeps on changing. In that same way, we can't expect that the old styles will last forever. So always learn what the trend is and how you can use it to replace the old ways, and adapt the new one. Because most new employees will be trained in the latest trends that work, and if the company doesn't use it, he will feel useless and conflicts will arise.

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5. Training on Generational Different 

Provide team members and leaders with appropriate training to meet the new generation. This will allow them to understand how to use the new ways and technology to better communicate with the new hires, and also what would be the best way to make your thoughts known. Adding a few conflict resolution courses will also help, since conflicts are inevitable regardless.

Intergenerational Conflicts aren't that uncommon. We have the same issue when the Baby Boomers (1946-1964) met the Generation X (1965-1980) and when those GenX met the Millennials (1981-1996). It is a far more common occurrence than what most people think. So take your time and understand what the present generation likes, and doesn't like. That way the bonding process will be much smoother and finally they can properly replace their predecessors.

Frequently Asked Questions

Q1. What is the main reason behind an Intergenerational Conflict?

Ans. The biggest reason is the age gap itself. People from back in the days, or also referred to as Millennials, think way differently. They don't take technology seriously and like to do most things in an analog way. Meanwhile most GenZ, or the modern generation folks use things like Chat messaging, Team Management softwares, video calls and even a bit of humor in the workplace. The vast difference in the mindset is what creates the rift, and stops the flow of feedback and information from one side to another.

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Q2. Is Intergenerational Conflict always negative?

Ans. Mostly yes, but not always. Conflicts can and probably will make someone's blood boil. Because let's be honest, no one likes being questioned for their ways. But in some rare cases it can help others understand their flaws, and improve. It applies to both millennials and the new generation.

Q3. Why does technology contribute to the Intergenerational Conflicts?

Ans. Most youngsters had plenty of dose of technology everyday. From smart TVs to video games and yeah, Netflix. This made them more comfortable with techs than the traditional way of things. Meanwhile the veterans from the industries almost despise tech and call it too complicated to understand. This again, creates a clear rift that contributes to many Intergenerational Conflicts throughout the world.

Souces:

1. https://www.shrm.org/topics-tools/news/employee-relations/how-to-manage-intergenerational-conflict-workplace

2. https://academic.oup.com/workar/article/3/2/166/2623784

3. https://link.springer.com/book/10.1007/978-981-97-0614-3

4. https://cubeconsultants.co.in/blog/how-to-manage-intergenerational-conflict-in-workplace

5. https://www.forbes.com/councils/forbescoachescouncil/2024/10/30/intergenerational-conflict-10-workplace-examples-and-what-to-do/