Solskin / DigitalVision via Getty Images ; shapecharge / E + via Getty Images ; dragana991 / iStock / Getty Images Plus via Getty Images ; ljubaphoto / E + via Getty Images ; Morsa Images / DigitalVision via Getty Images in an attempt to mend family fences . “ Of course , she overstepped her bounds , and we had to handle the repercussions of that ,” Knight says , adding , “ It takes constant education .”

Look for those teaching moments without pointing fingers . “ You have to be willing to make mistakes because we ’ re all human ,” says Ron Sotomayor RN , CWOCN , WOC Consultant , AdventHealth , Orlando .

“ Many times people think there ’ s only one way to do something , and there ’ s not . There are multiple ways of doing things . Just listen to each other ,” Sullivan says . “ I probably have the most experience in the center that I work , but I always have something to learn .”

Myth 2 : Communication breakdowns are inevitable The key to generational communication preferences is to set a good example and encourage the right type of communication for the right circumstances . “ The older generations prefer to have face-to-face conversations , especially around conflict resolution , and our younger folks do not want to do that ,” notices Knight . But there might be good reason for that . The key is to set the example and encourage the right

type of communication for the right circumstances .

“ If you are dealing with conflict , it ’ s usually related to miscommunication of some kind , and having that face-to-face conversation can nip it in the bud before it grows with every text message or email ,” Knight says . When a nurse comes to her with a conflict involving a coworker , she doesn ’ t hesitate to bring the two into conversation . “ Let ’ s just get in the same room , talk about it and put it to bed .”

Coaching team members to do the same goes a long way to mutual understanding . “ It ’ s important to really , truly , actively listen to the other generations , because there are so many opportunities to learn from them ,” Sotomayor stresses .

In fact , multigenerational teams are ripe for mutual mentorship relationships , either formal or casual . Combining the accumulated experience of your older generations and the fresh perspectives of the younger generations can benefit both parties .

Knight suggests partnering people based on their personality , so the connection is stronger . “ Partner people with a good fit for their personality … Maybe you start with one person and you realize , oh , okay , they ’ re not the best fit together , and you just try somebody else that might fit for what they need . It ’ s very individualized .” This two-way mentoring creates a collaborative , inclusive environment .

Myth 3 : Different generations have different work ethics “ It ’ s a generational thing .” This phrase can be a fallback , but it has a bit of truth to it . Each generation grows up in a different social , economic and political climate , so it makes sense that values evolve . Still ,

there ’ s no reason to make it a bad thing . For starters , Sullivan points to the way younger coworkers skillfully achieve a work-life balance . Maybe she ’ ll still get in early to settle into the day , but she considers others ’ on-time arrival as something to admire , rather than judge . “ They come in . They do their work , and they finish up and leave ,” she says . “ I respect them for that .”

It also helps to look for commonalities . So while an older generation might expect nurses to conform by wearing a crisp uniform , some younger team members could feel more comfortable wearing clothes that allow them to express themselves in a more personal way .

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