As the workplace evolves, businesses face a number of opportunities and challenges. One is to prepare for a multigenerational workforce.
Global DEI keynote by Head of People at Human Resources consultancy Champions UK plc Jamie McAnsh discusses how companies can prepare themselves for multiple age groups.
Bridging generational gaps
McAnsh says that we need to remember that each generation brings a set of experiences, values, and communication styles which are all equally valid and important. “We must remember that every generation has its own set of values, experiences and communication styles. All are equally valid and valuable .”
McKinsey’s 2023 report highlights the fact that diversity in age and experience could increase organisational innovations by as much as 30%. However, achieving these gains will require effort.
“Most often, what happens is that people misunderstand each other. What one generation views as laziness, another views as efficiency. .”
Redefining loyalty & performance
McAnsh says this mentality is out of date. “Loyalty does not have to be measured by years. It should be measured by performance, innovation and alignment with the company’s values.
“Data show that Millennials, Gen Zs, and Xers change jobs more often, but also value feedback and purpose, traits which correlate with increased engagement and productivity if properly harnessed.
“If your recruiting is based on time served or loyalty, you will miss out on the best talent.”
The importance reverse mentoring
Reverse mentoring is a powerful way to bridge generational gaps. It involves junior employees helping senior colleagues with new technologies and workplace trends.
He says that while we talk about mentoring young staff, reverse mentoring is equally important. Give younger staff the opportunity to teach older employees about digital trends, new technology, and innovative ways of working.
Harvard Business Review research shows that reverse mentoring programmes have improved generational understanding and a 25% increase in digital competency across departments. Harvard Business Review research shows that reverse mentoring programs have improved digital competency and generational understanding across departments. .”
Flexibility is not a perk
Flexibility is also a major issue for all generations. While older workers may prioritise security of employment and structure, younger employees increasingly demand remote options and flexible scheduling.
Flexibility is not a benefit anymore. It’s a requirement. It’s important to create a culture where everyone feels heard and appreciated. Communication is the first step.
“Gen Z employees consider flexibility in the workplace critical when choosing a position, and older generations also appreciate flexibility, especially when it comes work-life balance or phased retirement.”
Communication is Everything
“You must build bridges and not walls,” he continued. Listening is the first step.
Miscommunication is often at the root of tension in the workplace. While Gen Z may prefer digital, short-form communication, older employees may prefer face-toface interactions or long-form emails. Both are different, not better.
“Take the time to understand how each generation communicates, and then create a culture in which they feel comfortable to speak.”
Recruiting across generations
It is tempting, when hiring, to favor younger employees who are viewed as having more technological knowledge or older workers who are regarded as being more experienced. This can lead to age-based discrimination.
Jamie says that the recruitment process must be inclusive of all generations. “Always focus on the individual, not stereotype .”
The key is to value differences as strengths, not weaknesses.” It is important to see differences as strengths and not weaknesses .”
Create a culture, not a conflict
“Don’t allow age to become a barrier. Let it be a bridge. Encourage conversation, learn from one another, and create a culture where diversity thrives, not despite it .”
The first time this post appeared was on HR News.
