It's a multigenerational world and the age differences of employees at your company can span forty years or more, creating frictions that hurt productivity, increase turnover, andresult inlawsuits.
Older staff members worry that their work ethic is considered old-fashioned and fear that they'll be passed over. They may dislike the casualness of their younger colleagues and be offended by their language or attitudes.

A Generational Dispute In Court
A court awarded $430,400 in pay and damages to four employees in 2001 who were laid off from the University of Wisconsin Press, a publishing division of the school. The employees' ages ranged from 46 to 54. The employer said the staff members were laid off as a cost-cutting move and because they lacked technology skills. But the jury found the dismissals were a violation of the Age Discrimination in Employment Act, which is described in the box below.
Meanwhile, younger generations may dislike inflexible attitudes and feel restricted by a nine-to-five schedule. They may also think their older colleagues are unwilling to learn new skills.

Both groups can feel ignored and the issue can lead to costly litigation. Wiping out stereotypes and closing the generation gap at your company calls for a knowledge of the law and age-diversity training. Bring the groups together and focus on teamwork with the following steps:

1. Explain how older and younger age groups react to different management styles, motivators and rewards.

2. Emphasize respect and communication. Make it clear that discrimination based on age will not be tolerated at your company.

3. Pick apart stereotypes and generalizations.

4. Encourage cross-training and skill transfers. Each group can learn from the other.

5. Develop procedures for defusing clashes.

6. Make sure your policies don't discriminate against employees based on their ages.

In the end, members of different age groups will grasp what makes each other tick. And as generations make peace, productivity and job satisfaction increase.

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