Education & Distance Learning Enthusiasts- Watch for friction between older, younger employees - Executive Briefing

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Watch for friction between older, younger employees - Executive Briefing - Brief Article

HR Magazine - December 1, 2002

As the workforce ages, conflicts can arise between older and younger workers. The key to resolving such differences is to help each side respect and understand the other, according to the Alexander Hamilton Institute, headquartered in Ramsey, N.J. The institute suggests some basic steps:

* Look at age differences in terms of "the big picture." Scrutinize company practices, such as promotion policies emphasizing college degrees over experience, to determine if they can be a factor in an age conflict.

* Break down stereotypes. Bring older and younger employees into brainstorming sessions that test some of the assumptions they might have about each other, and remind everyone that no two persons are the same.

* Acknowledge individuals' strong points. A 20-year veteran might know the most about the company's equipment, whereas a recent college graduate might be up on technological advances in the industry.

* Evaluate workers based on their performance. Don't assume that older workers can't learn new tricks.

The institute warns that forced grading or ranking systems that eliminate bottom-tier employees might be perceived as having a negative impact on older workers. Some large corporations recently dropped or revised such ranking schemes after allegations that they discriminate.

Older workers in particular can be motivated through recognition programs, special perks such as parking spaces, and rewards for long hours and a strong work ethic.

Steve Bates is senior writer for HR Magazine.

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