Generation conflict in family businesses: Why do young people think differently?

Introduction: Differences between generations in family businesses

Family companies are private businesses where rooted traditions and exciting ideas of the new generation come together. But let's admit, sometimes when the generation difference is involved, things can be mixed up. The elders say, “We have been doing this for years, and you do it like this,” young people can raise their voice as “the world has changed, we should change it.” At this point, it is necessary to see these different perspectives as an opportunity, not a conflict.

Why do young people think differently?

1. Technology and Digital World

In the past, things were walking with notebooks and face -to -face meetings. Now we are in a world where everything is moved to digital. Young people are more prone to digitalization and want to integrate these technologies into business processes. But adults may have difficulty in leaving the reliability of traditional methods. Actually, we need to find a middle way here: not to ignore the experience while involving technology.

2. Risk taking and innovative thinking

Young people are more courageous. “Let's try a new market, let's follow this trend,” they say. But the elders who have been successful with the same system for years do not like such changes. They are right… Stability for them is more important than anything. So what's the solution? Open space for innovation with small steps. Sometimes great things can occur when the energy of young people and the experience of the adults come together.

3. Balance of business and private life

Our elders succeeded by working from the first light of the morning to one half of the night. But today's young people say, “Life is not just business,” he says. More flexible working hours, remote working issues are important to them. Here, it is necessary to be understanding. After all, isn't it a happy employee, a more efficient employee?

What can be done to overcome generation conflict?

1. Determining a common vision

Open communication in the family is a must. "What kind of future do we want to carry the company?" It is necessary to answer the question together. Thus, everyone has a common goal and unnecessary discussions are reduced.

2. Being open to technology

You need to evaluate the interest of young people in technology. Adults should try to understand new systems, and young people should understand why deep -rooted methods are important. Thus, a balanced transition process can be achieved.

3. Giving opportunities for innovation

Instead of saying “No, no,”, an area should be opened to evaluate new ideas. For example, an innovation committee can be established within the company where young people offer their ideas. Thus, young people feel valuable.

4. Family Constitution and Professional Management

Uncertainty is one of the biggest problems. Who has which responsibility? Who can make what decisions? That's why the family constitution is a must. When net rules are set, both adults and young people can move more easily.

Conclusion: Not conflict, strengthening together

Generation difference in family companies is inevitable. But if we manage this difference correctly, we can turn it into a great advantage for the company. When the dynamism of young people and the experience of the adults come together, family companies become much stronger. The important thing is to understand each other and move together. Remember, generation difference is not an obstacle, it is a great opportunity for development!

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