Managing business communications for different generations


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Do you know how to effectively manage business communication in the current market? Digital transformation has greatly accelerated changes in thinking and acting. It has had a big impact on people’s lives, and the manager finds completely different visions in the same environment.

To solve this problem of diversity of ideas, it is necessary to know how each generation was created and behaved in the labor market. In this article we will give this reflection and talk in more detail about different generations. Follow!

The impact of generations on business communications management

Business communications management remains a serious problem, and in today’s market, where different generations of the workforce work under the same roof, leaders are increasingly tasked with knowing the main communication problems and being able to get around them.

Given that the differences in practice between the generations that work in the market today are factors that lead to most business communication management conflicts, it is clear that both parties (new and older workers) should be aware of the problem and seek to learn from each other.

While most of the group of workers working for more than 50 years has evolved with the idea that stable work should be seen as a priority of life, new generations tend to link lifestyles with professional activities, less worrying about spending a lot of time in one company and choosing to have more flexibility in the labour market.

The discrepancy between these views negatively affects both groups, giving the wrong impressions that ultimately make the employee feel devalued when in fact it is simply the result of different ways of facing professional life. Recognition in the business environment is also included in the list of conflicting factors from the point of view of different generations.

The solution to improving business communication management lies precisely with the power of leaders who should encourage mutual learning between today’s employee and people of past generations.

Thus, in addition to strengthening the relationship between the groups, the leader reconciles the knowledge of millennials with the experience of baby boomers who can learn about new technologies and pop culture in information sharing.

Definitions of different generations

As we have noticed, the manager faces difficulties in communicating precisely because of the age difference and the strong impact of transformation in a short period of time. This has created a difference in thought and action.

From now on, we will see some important definitions. Do not pay attention to the chronological classification, because generations are defined more by behavior than by the exact period of their birth. Therefore, this is not an accurate classification, but the result of various behavioral analyses. Follow!

First Baby Boomer

Baby boomers are the oldest on this scale (born between 1940 and 1960). It is not difficult to understand that these people appreciate what is connected with the traditional.

More specifically, terms such as discipline, power, power and results are the most beloved. They value work as if it were their own identity, and have more resistance to technological innovation.

The role of a manager with these people is to appreciate the team spirit and less information. Delegation functions that include more control and mentoring actions. Avoid very technological dialogues.

2. Generation X

Generation X is represented by those born between 1960 and 1980. This is where the technological transition begins, but many still adhere to the rigidity of ancient thought. However, innovations are beginning to be well received and added to the routine of the work.

Here the team spirit is replaced by individual work, and the quality of life is valued more expensively. There is great dedication and commitment to the company.

This generation expects more appreciation because they believe they are at the peak of their careers. Thus, recognizing action is a good practice to get closer and improve communication. Generation X is more open to technology, but needs to be embeded more closely and requires monitoring in changing situations.

3rd Millennium

Also known as Generation Y, millennials were born between 1980 and 2000. Naturally, they make up a large part of the market and have already found a technological environment when entering the world of work. Thus, they tend to be more related to members of generations of previous generations.

Terms such as globalization, the technological revolution and creativity are very strong in this Generation. Millennials tend to be more adaptive and struggle with rigidity and hierarchy.

Working with professionals of this generation requires psychological tact, as they are more emotional and unimimainable. Be more informal and try to fit them into roles where they like to work the most.

4. Generation

Generation No was born in 2001, almost already connected with the Internet, smartphones and with a strong presence in the virtual world. They are the professionals of the future, and a manager who wants longevity in the role should know how to work with them.

Digital solutions are the flagship of this generation, and technology is an integral part of their lives. Insertion and recognition should essentially come almost to these people.

Have a more digital language and try to give more leeway to these people. Encourage creativity and reasoning, and appreciate the flexibility of work.

Have you noticed how quickly these transitions have occurred and ultimately have a significant impact on business communications management? That’s why it’s important to differentiate these generations to work more accurately. Then announce these points and counterpoints in your ideas and improve your understanding of each generation.

Don’t interrupt this line of business communications management research. How about downloading an e-book on how to motivate millennials?

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