Delayed retirement and longer lifespan are contributing to the buzz over multigenerational workforces. Experts advise us to take the time to understand any critical differences between the generations and adapt our talent management approaches accordingly.

When it comes to the basics of performance management, however, adapting to individual differences is nothing new. It seems to me that effective managers must take an individualized approach towards motivating, rewarding, teaching and challenging employees. None of us responds exactly the same way to feedback, learns exactly the same way, or steps up to a challenge for exactly the same reasons. A good manager knows his or her direct reports as individuals and understands what motivates each of them. This essential underpinning of performance management is timeless and my grandmother’s generation knew it. The GI generation – of which my grandmother was a member – includes people who were born between 1901 and 1924. The way that my grandmother (or for that matter some other life-wise individuals I have know from her generation) guided others has relevance to performance management. Here is a summary of some of the things she taught me:

In relation to setting expectations:

When you promise you will do something, make sure to deliver on your promise
Be honest with feedback and make sure you give it regularly
Be clear when letting others know what you expect
Set high standards and communicate them
Make sure others know why what you are asking them to do is important

In relation to goal setting:

Choose how you spend your time wisely (my grandmother described life as “merely a blink”)
When you belong to a group, you have responsibilities and will be held accountable
Plan well (“if you are really going to run away from home, make sure you pack all that you need”)
Be good at your work, but act in accordance with your values

In relation to learning:

No-one else can learn for you – be responsible for your own learning
We all learn in different ways
There is so much to learn – why would you want to stop?
When things aren’t going well, try another approach (“there is always a solution somewhere”)

In relation to giving feedback:

We all have different strengths and weaknesses- accept it (“your sister is the one who inherited an artistic ability”)
Look forward and think big (“you can be anything you want to be if you apply yourself”)
Remember your limitations (“you are burning the candle at both ends”)
Treat others with respect
Brag about successes and learn from failure

Performance management practices have evolved over time, but some indispensible advice remains steady.