In today's workplace, diversity has many faces, and younger employees often have sharply different values and goals than preceding generations. The following tips were shared by the members which can be offered as management strategies for embracing awareness and applying knowledge to bridge intergenerational challenges.

Managers should :

• Accommodate employee differences.
  
• In order to resolve generational conflict, it is important to understand where the individual’s perspectives and differences originate from and the demands / nature and style of each generation (some needs of each generation type are also attached for reference and greater understanding). Ensure that supervisory training should be imparted with regards to what motivates each generation and what style of management is most effective. Supervisors should define their role clearly and be transitioned into a more contemporary practice of personal coaching and continuous feedback in today’s fast paced competitive environment.
  
• Create workplace choices. Develop and maintain a supportive environment for older employees, and consider retraining where appropriate, as an investment. Older workers add value to an organization.
  
• Operate from a sophisticated management style and use a situational leadership style to accommodate many workplace situations and issues.
  
• Respect competence and initiative.
  
• Nourish retention.
  
• Ensure that the company policies are applied and enforced consistently across the organization.
  
• Refine company’s mentoring program and find ‘champions’ in each age group.
  
• Must connect with their employees.
  
• Establish team incentives.
  
• Hold regular departmental meetings and discussions. Managers should start with the business cases first and end with celebrating differences through informational and fun programs reaching every generation in the workplace.
  
• Spread the word of valuing generational differences through various workshops, letting everyone know that the contributions of each generation are vital to the success of the company. HR managers should put together a game of ‘generation jeopardy’ as part of the workshop and have a company wide competition covering the differences, commonalities and contributions of each of the four generations.
  
• Myers-Briggs Type Indicator could be a good assessment tool for starting of a discussion and facilitating an understanding amongst the group.
  
• dentify the commonality amongst various groups and tap onto their strengths.
  
• Be responsive and transparent to peoples needs by improvising their people skills.
  
• Walk the talk
  
• Focus on engagement and learning
  
• Re-evaluate their methods of training from time to time to serve the needs to each generation.