Managing teams has never been an easy task. Determining the best leadership methods for enterprise divisions and diverse employee groups requires multiple approaches to address individual distinct needs. Managing today has been further compounded by the need to manage remote and hybrid workers, whose relationships with their employers can be somewhat muted by the physical isolation associated with at-home work.

But one of the biggest obstacles when it comes to navigating various management approaches may be the need to manage different generations of workers at the same time.

Did you know that there are currently five different generations in the workforce, each with its own strengths, challenges, and motivations? Overlaps and exceptions exist, of course, but there are definite broad cultural differences between the different eras of work. What might be an appropriate motivator for a Gen Z employee will generally leave a Baby Boomer cold—and vice versa.

Work/Life Balance – One thing to keep in mind as a manager is the amount of time employers ask of their employees. At a standard 40 hours a week plus commute time, managers control how people will spend more than a third of their waking lives. “Work/life balance” might mean “time with friends” to a younger employee and “taking care of family/maintaining regular health visits” to an older one. But achieving that balance is important to both. Organizations that make it easier for workers to have more control and balance in their personal and professional lives can build not only a healthier workforce but a more loyal and productive one.

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