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Constructive Language & Positive Priming (Ivoly, Eng Wei, Li Ying) We try to be more mindful when talking to our team mates and colleagues. Utilizing AI tools like chatgpt to reduce reductive language, and implementing emojis to keep things light hearted. Better working relationships and minimized miscommunication and mis-interpretation.

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Body language / Gesture (Marisa, Wan Ying, Melvina, Tiara)

Key takeaway: We applied the rule of 3. More aware and conscious of our gestures. Less pacification and self touch.

Impact: Sense of confidence. Team pays better attention during conversations.

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Positive Priming & Contructive language (Siu Kin, Ice, Val)

Tries to use positive words/phrases when speaking to other colleagues. Will use praises to appreciate their hard work too. Using constructive languages when chatting in team chats to get clarity and work towards our goals.

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Siu Kin, Ice, Val

“Sister, deadline coming soon”

Should be more “charismatic” to earn the trust and appreciation of our team members and influence them to work towards our timeline

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Application of Skills (Ivoly, Eng Wei, Li Ying) Struggle to balance between warm + competent when faced with stressful times at work. No positive outcome yet, but am self reflecting on how to appear more approachable (warm)

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1. Competent Explanatory Gestures (showing the team that they are heard)

2. Tailoring Communication style to different teams

(Marisa, Melvina, Tiara, Wan Ying)

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Leadership Influence (Ivoly, Eng Wei, Li Ying) Better team dynamics, by being more casual in communicating, Appear more friendly and approachable.

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Siu Kin, Ice, Val

Open communication-

Tries to do away private messaging with individual team members. Will msg in group chats for everyone’s clarity (even for small mistakes)

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Charisma Scale

1. Tried to show more competency than warmth. (Feel like the scale was tilting towards warmth too much)

2. Similar straight response from team

Constructive language

1. Used more constructive language to encourage the team.

2. Something that has been consistentlh applying

(Marisa, Melvina, Tiara, Wan Ying)

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Managing a Multigenerational Workforce Q1

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Managing a Multigenerational Workforce Q1

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(Ivoly, Eng Wei, Li Ying) When dealing with Gen Zs we notice they need more affirmation, so as Gen Ys we try to acknowledge and provide more check ins.

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Managing a Multi generational Workforce Qn 1

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Managing a Multi generational Workforce Qn 1

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(Marisa, Melvina, Tiara, Wan Ying)

-No issues within our teams

-Face more issues with interdepartment

-More resistance to changes

-Be prepared for resistance

-Be prepared to convince

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Managing a multi generation workforce Q1 (Siu Kin, Ice, Val)

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Managing a multi generation workforce Q1 (Siu Kin, Ice, Val)

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different working styles, not used in the beginning. Got used to it with clear communication and understanding.

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Managing a Multi Generational Workforce Q2 

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Managing a Multi Generational Workforce Q2 

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(Ivoly, Eng Wei, Li Ying) When dealing with Gen X and Gen Z within the team, we haven't really had to change leadership style? I think a more consistent and fair approach seems to work best. Acknowledging and providing affirmation also works for both Gen X and Gen Z. For Gen X I think it comes across as showing some sort of respect whereas for Gen Z it makes them feel seen

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Managing a multi generation workforce Q2 (Siu Kin, Ice, Val)

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Managing a multi generation workforce Q2 (Siu Kin, Ice, Val)

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Different leadership styles by me and my team lead.

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Managing a multi generational Workforce Q2

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Managing a multi generational Workforce Q2

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(Marisa, Melvina, Tiara, Wan Ying)

Adopted Coaching style for the team

Tailored according to what the team needs

Use more inclusive and engaged style for Gen Z

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Managing a multi generational workforce Q3

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Managing a multi generational workforce Q3

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(Ivoly, Eng Wei, Li Ying) We sometimes face resistance when working with other functional teams. Everyone's focus is on their own teams' kpi and goals. So perhaps having clear company level direction is key to ensure all parties are aligned and are working towards the same end goal.

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Managing a multi generational Workforce Q3

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Managing a multi generational Workforce Q3

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(Marisa, Melvina, Tiara, Wan Ying)

1. Interdepartment Team Bonding

2. Being more open and receptive to different opinions

3. Streamline project management platforms

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Managing a multi generation workforce Q3 (Siu Kin, Ice, Val)

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Managing a multi generation workforce Q3 (Siu Kin, Ice, Val)

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Organise Team bonding with other teams. 1-day attachment in other teams to learn about their processes.

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liying: Everyone is respectful of each other. quite harmonious with each other.

Marisa: Regular check ins helps when sharing challenges, unblock each others stucks.

Give suggestions on how to improve inclusivity:

asana project management platform so that all departments can key in what they are doing and going to do to hit the same main goals.

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(Elynn and Pei Lin)

We are more careful about the energy we channeled when communicating with the team, using more positive facial expressions and being thoughtful with our choice of words. (Before sending this, we also use ChatGPT to ensure the sentence structure is clear and well-delivered. haha)

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Constructive language & positive priming (KC, Huili)

Recognising what has been done well before suggesting feedback and improvements while being more mindful of language and using positive words when speaking to colleagues be it face to face or over teams. Reinforce positive behaviors or efforts by acknowledging even small accomplishments.

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Speak to supervisor to get alignment on how to handle the employee, when they choose to skip the hierarchy. - KC, Hui Li

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(Elynn and Pei Lin)

Use more priming, which we never really express it that much.

such as (1) Good Job! (2) Sister...

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(Elynn and Pei Lin)

To be more mindful, take a min to calm down and think before responding to the question.

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Establishing clear boundaries between work-related communication and personal time is essential for maintaining a healthy work-life balance. - KC, Hui Li

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Q1 - Understanding Multigenerational Dynamics

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Q1 - Understanding Multigenerational Dynamics

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(Elynn & Pei Lin)

Need to be more open and have more communication with Gen Z

Need to be more patience when they deail with Gen X

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Managing a multi generational workforce Q1

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Managing a multi generational workforce Q1

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Different mindset and working styles, need to use different leadership skills to manage different generational employee. - KC, Hui Lin

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Will need to be more open and empathetic when speaking to employees of a younger age range so that they feel heard and are more willing to take in feedback. - KC, Hui Li

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(Elynn & Pei Lin)

Need to be specific and patience, be more open to hearing their opinion.

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Create a culture where everyone feels comfortable sharing ideas and feedback, regardless of age or experience. Hold regular meetings or brainstorming sessions where everyone is encouraged to contribute

KC, Hui Li

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(Elynn & Pei Lin)

Regular check in and respect each other feelings