Deciphering the Generation Gap

One fine day while sitting with my colleagues I asked them -?"What is the generation gap? What makes you uncomfortable in interacting with the seniors in the family?"

After a few murmurs, one buddy raised his mobile phone and said, "Devashish generation gap is simple to define. We all use smartphones priced over Rs. 20,000 and our parents use phones less than Rs. 20,000. They want everything at a low price and we want good things even if priced high."

Voila! Is the tech savviness the reason for generation gap, or the perception of money and its utility value? I was amused.?

I have observed a common factor that determines the failure or success of family-run enterprises. It is the family’s collective perception of “money” and the value attached to it.

We may define the value of money from the utility we can derive by spending it. We may also link it with our aspirational quotient. For each of us, the concept of “value for money” could differ. Successful families that work together in the business cohesively and harmoniously, practice a common code of “value for money”. The purposes for which money is spent or invested or distributed are clearly defined, collectively agreed to, and prioritized for the common good of the family. The trouble starts when two generation members (usually) differ in their perception of the utility value of money and also fail to align their individual perceptions with the family’s perception.

For example, the younger scion may treat money as a means of personal comfort and pleasure and the head of the family may treat it as a scarce and precious resource to build the family’s wealth. Two generations, two varied purposes…individual’s pleasure and family’s security, if not aligned, are bound to create trouble.

The generation gap is a nebulous concept. It has existed in every generation since time immemorial and we will be trying to fathom it till kingdom come. Maybe it’s not just about two generations’ money perceptions but it’s also about the family values and social values that we transfer or fail to transfer to our next generation.

"Father used to walk 20 minutes to save Rs. 20. Son spend Rs. 20 to save 20 minutes. This is not a Generation gap..., it's an IDEOLOGY gap!"

Now lets take deep glance into the multi-generational workforce in an organization and its merits and demerits

Each generation brings with it a unique skill set, leadership style, work-life balance perception and communication attitude shaped by historical events, economic conditions, and popular culture. This diversity can be advantageous for companies, subsequently fostering creativity and expanding the approaches to problem-solving.

For the first time in history, due to people living and therefore working for longer, workforces can comprise up to four distinct generations, which can present a range of associated business challenges. Multi-generational workforces are increasingly becoming the norm in India, so it is crucial that businesses adapt accordingly, or risk significant productivity, engagement and retention issues.

There is no doubt that the digital revolution has had a huge impact on how and where we work, with technological innovations creating new industries and business models. However, traditional working norms are evolving, with Millennials, Gen Y, Gen X and Baby Boomers possessing varying levels of digital literacy, interests, and behavioral needs.

Each generation brings with it a unique skill set, leadership style, work-life balance perception and communication attitude shaped by historical events, economic conditions, and popular culture. This diversity can be advantageous for companies, subsequently fostering creativity and expanding the approaches to problem-solving.??

However, this disparity can also create problems for C-suite and HR executives, as they struggle to create compelling and collaborative work environments that make all employees feel valued and treated fairly, regardless of their generation.?

To avoid organizational conflict, employee turnover and a loss of productivity, companies must be aware of the strengths, values, motivations, and limitations each generation brings to a workplace.?

For example, Baby Boomers have amassed a wealth of industry knowledge, but having adapted to technology throughout their working lives, approach technology in an extremely different way to millennials, and other digital natives, that have never known work or in some cases everyday life without technology. This means companies have to consider a range of personal experiences, learning curves and adaptive approaches to introducing new workplace technology and related training.?

Looking more in-depth at digital natives and Millennials, although they possess the tech-savvy skills that today's workforce requires, other factors start to come into play. For example, they often don’t want to conform to traditional employment arrangements such as one office location, favoring the ‘work anywhere’ mentality. They also favor solutions that are more collaborative, customisable and instant.

Ultimately, future-proofed workplaces must learn to ‘bridge this generational divide’ in order to tap into the vast opportunities this new development presents and combat the associated challenges.?

There are various ways to boost staff engagement and productivity across the modern organization:

Integrate technology and training

With intergenerational teams present in the workplace, each with their own respective skill sets and strengths, technology should be used to support productivity regardless of work style. To ensure all employees are able to fully maximise these technologies, companies should offer training sessions that appeal to all learning styles; face-to-face workshops, e-learning courses and even peer-to-peer mentoring programs.

Promote flexibility

Having a workplace and IT set up that accounts for, and promotes different working styles will enable businesses to get the most out of every employee, regardless of where and how they are working. Introducing flexibility in technology and working conditions will allow companies to create an inclusive workforce that is both productive and progressive.

Secure digital workspaces

With flexibility enabled, security must also be considered critical. Companies must enable their employees to securely access their apps, data and company networks with ease while ensuring that company data is not comprised. Different generations will take different approaches to roadblocks imposed by companies. In a study by Citrix and The Ponemon Institute respondents indicated that Millennials posed the largest organizational risk regarding the use of unauthorized devices and applications at 35%, followed by Gen X at 31 per cent leaving Baby Boomers as the lowest risk, at 14% per cent. It’s clear that a secure digital workspace that provides for each generation and their technology needs, will ultimately improve business productivity.

Foster communication

Understanding the different working styles and what the new digital reality means to the different generations can help build respect and communication within teams. Hosting training and team building days which highlight generational styles can encourage greater levels of dialogue and disperse outdated stereotypes.?

Optimize the work environment

Focusing on the future of work and adapting to the needs of different generations in the workforce, businesses must consider how to optimize the work environment. Businesses that take into consideration a secure digital workspace, geared to encourage productivity, regardless of location, device or network; in addition to a new view on the physical workplace, as a location for collaboration, brainstorming, co-working and team building. Changing the view of the physical office will also allow optimization in terms of footprint and facilities cost, as we look at the future of work.

"We need to remember across generations that there is as much to learn as there is to teach."