The world around us has changed and the dynamics of a workgroup, an effective workgroup, is much more of a challenge to develop as well as motivate and keep motivated — especially if that workgroup is a multi-generational one. The key to success, though, is keeping in mind that everyone has something to contribute. The contributions might not be what you want, when you want them or how you want them, but if you keep reminding yourself that everybody is somebody, you’ll achieve your organizational objectives.
The Concept of B.A.L.A.N.C.E.
The first step in this key to success is identifying the possible generations that exist in your workgroup and their general characteristics. Each generation is diverse, but it is not impossible to find some connectivity, which is the second step. Instead of giving you several tips that will impact each specific generation, try utilizing just one tip, the acronym of which is B.A.L.A.N.C.E. Or, simply put, Brokering Alliances, Logistics and Natural Collaborations Effectively.
For example, your workgroup might now be comprised of young, tech savvy and independent employees. Some in the group might seem vocal, except when talking with you. Some in the group might seem cynical. And some in the group just might want to take off at least once or twice in a pay period. These individuals are quite different from the much older-aged employees who seem to follow directions, come early and stay late. This workgroup, though, is even different from some of the older-aged employees who want to talk incessantly about how things used to be done. To get everyone working as cohesively as possible, start by identifying the redeeming characteristics of each employee in your workgroup. Here are some questions to get you started:
- How do they like to communicate?
- Is their choice of communication followed up with more communication within a 24-hour period?
- Does the employee take breaks regularly or infrequently?
- Does the employee take a full lunch break at their desk or go out of the office?
- Does the employee tend to be verbally social with others?
- Does the employee constantly have an earpiece in their ear?
- Does the employee ask for leave constantly?
- Does the employee come in on time? Leave on time? Always want to work overtime?
- Does the employee want to have regularly scheduled meetings with you rather than the team?
- Does the employee speak out in group meetings or is usually absent when they are held?
- Is the employee always correcting you or fact-checking your statements?
- Does the employee constantly want instruction on how to do their work or seek work validation?
Now, play to the strengths of your workgroup, identifying the collaborators, doers, creators, and thinkers. You’ll have to navigate any discussions to get each of them to contribute, but with the assistance of a neutral facilitator, all things are possible.
Another way to develop and motivate an effective workgroup is to pair employees together, possibly assigning mentor/mentee relationships. Or you can create sub-teams to handle different aspects of a project.
Keep in mind, as their senior leader, you will have to be open to suggestions and discussions, and you might have to go out of your way to explain certain concepts, but by Brokering Alliances, Logistics and Natural Collaborations Effectively, everyone will feel like they are somebody with something to offer and as someone.
After retiring from the Federal Government, Sandra Hill launched her business — New Horizen Coaching & Professional Growth Advancement. She has a passion for coaching (life, business, and career), helping those who seek to build their confidence while facilitating transitions in their personal or professional life. Sandra is a best-selling author, podcast host and writes career coaching articles for Forbes and other industry magazines.
Fulfilling her personal mantra, “Each one Reach one”, Sandra also volunteers with several non-profits and serves as a mentor and partner with local schools.
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