Results Over Hours: Effective Tactics for Managing Boomers and Gen Z (Multigenerational Workforce, Part 4)
Managing a multigenerational team isn’t easy, but it’s absolutely achievable.
Boomers want structure and autonomy. Gen Z? They’re all about flexibility, growth, and making an impact.
A one-size-fits-all approach won’t cut it. But what does work is focusing on what truly matters: Results over hours worked.
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Set Clear KPIs and Deadlines
Forget micromanaging. Create a results-driven culture by setting specific performance metrics and realistic deadlines.
Define role-specific KPIs for each team member so they have a clear understanding of what’s expected.
Set deadlines that push for quality outcomes — without risking burnout.
Regularly review goals to keep everyone aligned and ensure that progress stays on track.
Bottom Line: Clarity in expectations leads to consistent performance and team success.
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Trust Remote Boomers’ Time Management
Experienced professionals thrive when given the space to operate. Focus on outcomes and provide autonomy instead of rigid schedules.
Set milestones for key deliverables, making sure there are clear markers for progress.
Allow flexible schedules to maintain productivity and support work-life balance.
Emphasize accountability and ownership over simply counting hours.
**Bottom Line:** Autonomy boosts engagement, satisfaction, and overall job performance.
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Empower Gen Z with Project Ownership
Give them opportunities to lead and contribute meaningfully. It’s how they grow and thrive.
Assign high-visibility responsibilities that allow them to showcase their strengths and gain valuable experience.
Offer mentorship and regular feedback to help guide their development and keep them motivated.
Challenge them with complex tasks to build confidence and demonstrate your trust in their abilities.
Bottom Line: Ownership plus continuous feedback promotes rapid development and builds future leaders.
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Final Thought
It’s not just about clocking in and out — it’s about the impact your team creates.
Leverage the strengths of both Boomers and Gen Z to build a high-performing, agile team that delivers exceptional results.
Your team’s success lies in embracing diverse working styles and focusing on what truly drives business outcomes.
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Read More from AARP:
– Managing Mixed-Age Teams Guide: Guide for managing mixed-age teams. Link: https://employerportal.aarp.org/age-inclusive-workforce/practice-age-inclusive-management/managing-mixed-aged-teams-guide
– 10 Principles for Managing Mixed-Age Teams: Further tips for better management. Link: https://employerportal.aarp.org/age-inclusive-workforce/practice-age-inclusive-management/guide-10-principles-for-managing-mixed-age-teams
– Understanding the Prism of Age: Article on managing age-diverse teams. Link: https://employerportal.aarp.org/age-inclusive-workforce/practice-age-inclusive-management/article-understanding-the-prism-of-age