How to Become a Cross-Generational Leader (Even When You’re the Same Age as Their Parents)

There’s been a lot of talk about the Millennial generation. From self-starters to self-entitled, just about every stereotype has typecast this demographic into a seemingly new breed of worker that leaders need to navigate. But just because you’re the same age as their parents (okay, grandparents), doesn’t mean that you’re too old to connect with every member of your team, no matter what year their birthday lands on.

When it comes to managing the younger generation, there’s one big secret that no one seems to be talking about: Millennials are just people. It doesn’t take beer kegs or nap pods to stay relevant. Good leadership is not about age, but rather the way you approach your team. Transparency, constant communication, and on-going feedback are just some of the values that are in demand from the entire workforce.

A generational gap doesn’t have to be a leadership gap. So no matter how many years there are between you, it’s easier to connect with younger staff than you think.

Don’t be a try-hard.

It’s no secret that our culture values youth, so it’s understandable that leaders can fear they’ll be replaced by someone younger, cooler, and with Zuckerberg-type celebrity status. Unfortunately, you can’t just open a Snapchat account and take hourly selfies as a permanent solution to stay relevant.

While it’s important that you stay on top of the latest trends and are open to new ways of doing things, apply these values to the company rather than your personal cool factor. Believe it or not, it’s likely your years of experience that drew young talent to the company the first place. Connecting with people who are 30 years younger than you is less about appearance and more about authenticity. No matter how #onfleek your current Snap story may be, it’s not going to be enough to garner the respect you’re looking for.

Forget about your title.

Back in the day, the workplace was all about hierarchy. This top-down approach meant that work was about division of labor rather than collaborative teamwork. Those in charge sat in the corner office overlooking rows of cubicles. Feedback was taken, not given.

Thankfully, much has changed. Leadership has become about a shared vision, innovation, and development rather than just profits and margins. The worst thing a leader can do is let the title get to their head. Ego has no place in leadership, so check it at the door. Watch what happens treat your team as colleagues rather than employees. When you step off the pedestal, you’ll automatically break down any communication barriers. Staff will feel like they’re part of a team and have a vested interest in seeing the company grow.

Talk the talk, walk the walk.

One of the biggest misconceptions leaders have about the younger generation is that they have nothing in common. However, the truth is you don’t need to have the same hobbies in order to build connections. Your workplace relationships have nothing to do with friendship and everything to do with building a culture.

All generations want to be heard. So at a very basic level, give people a voice that shows you value their opinion. Schedule one-on-one’s with the management team, circulate a survey asking for feedback, or simply stop by their desk and ask how they’re doing. What do they like about their job? What don’t they like? How do they think the company can improve? These very basic questions will reveal invaluable information about what needs to be changed.

Once you’ve asked the right questions, apply their feedback. Don’t be a leader that’s all talk, no action. Show that you’re paying attention and start implementing new strategies to reflect the needs of the team and the company. These simple steps will go a long way in improving your connections with your employees, no matter how much younger they may be.