As Americans live and work longer, today’s leaders may find themselves serving four generations in a single workplace. While there are differences in experiences and expectations, everyone wants the same thing: to feel known and valued at work. As Millennials and Gen Z continue to make up a larger share of the workforce, expectations for supervisors (from any generation) are necessarily becoming more complex. Here are three ways to ensure you are effectively meeting the needs of your team. 

•  Articulate the experience you promise to provide.

Younger generations tend to consider the “experience” of a work environment as it relates to their overall life balance more important than previous generations. For this reason it might be helpful to engage your most committed team members to help craft a one-page overview of your promise to those who join. What type of leadership will you provide them? What type of pace should they anticipate? This not only serves as a valuable discernment tool for candidates, it can also become a useful tool down the road if expectations aren’t met on either side.

•  Coach, don’t rescue. 

It’s important to build self-awareness and individual responsibility among team members. As leaders, we can’t make people happy. However, we should help them understand what agency they have to improve their conditions or initiate conversations with those who can. When someone comes with a need or concern, ask open-ended questions that enable the person to dive deeper into what is on their mind.

•  Focus on growth, not retention. 

We never want to lose great employees but sometimes it’s necessary for them to make a move. Lead from a position of caring for their personal and professional growth rather than strategizing about retention. This helps people respond to what God is calling them to and hopefully you can retain them at the same time. When employees know you authentically value them enough to encourage them to follow their heart, you earn their deep trust. 

There is no “template” for being a good leader. There’s no one size that fits all circumstances. However, when we are clear about expectations, proactively listen by asking great questions, and focus on the dignity and contributions that a person can make beyond their specific role, we position ourselves to effectively engage every generation.

Dan Cellucci is the CEO of the Catholic Leadership Institute.