Leverage the Differences Between Generations Instead of Falling Victim to Them

The current workforce is the most diverse in history and I’m not only talking about ethnicity, but age as well (you can also read my recent post about workplace diversity where I wrote primarily about ethnic diversity). In many organizations there are four generations working together, spanning approximately 50 years.

This diversity is a huge asset, or at least it CAN be. Having a team with different experiences and backgrounds only makes an organization stronger. However, it is not without its challenges. One of the biggest obstacles that organizations are facing is how to bridge the generational divide between the younger and older (ahem, “seasoned”) employees.

Generational diversity is a huge asset, or at least it CAN be.

First, here are some definitions on the 4 primary generational classifications:

Baby Boomers – were born between 1944 to 1964, with the youngest being 56 years old.

GenX – were born between 1965 and 1979 and currently between 41 and 55 years old.

Millennials, also called GenY, were born between 1980 and 1996, making them between 25 and 39 years old.

GenZ – were born between 1996 and 2015, and are 5 to 24 years old

What’s important to know is how dynamically these groups are changing in the workforce. Millennials, for example, currently occupy 40% of the current workforce, but by 2025, that figure is expected to jump to 75% as most of the Baby Boomers (and some of the GenX) retire. GenZ’s, about 25% of the US population, are just now entering the workforce and are going to be an important group to consider.

There are some key differences between these groups that can greatly enhance an organization if managed correctly and cause serious division if managed poorly. It is important to understand how these groups do indeed differ and then figure out how to bridge the gap between them to actually leverage the differences for the overall betterment of the organization. 

What are Some of the Key Differences?* *these are generalizations, not 100 factual statements

Baby Boomers and GenX

• Loyalty. This is their most obvious professional trait. Especially with Baby Boomers, many probably have built a career at a single organization, slowly working their way up the ladder until retirement. They value this loyalty and the effort they put in to get to where they are now. As a result, their most unique asset is they possess relevant work experience.
• Organizational Acumen. These groups understand and value things like tradition, organizational structure, and business processes. Because they have worked in just a handful of organizations, they usually understand how things work and how decisions are made.
• Direct Communications. These groups tend to want to have conversations in person and aren’t as technologically fluent as their younger counterparts.
• Work-Life Balance. These generations aren’t as sensitive to the need for a healthy work-life balance as they have grown to expect to work long, hard hours and sacrifice (because they are loyal) for the good of their employer. As a result, they may believe younger generations lack the commitment and work ethic to succeed.

Millennials and GenZ

• Career Fluidity. These generations tend to move more fluidly through their career (some might even say they are “job hoppers”) and are usually only loyal to organizations that are perceived as being loyal to them. This isn’t the generation that started the trend of lateral movement—leaving organizations after brief periods to pursue something better—but they’ve certainly taken it to the next level. 
• Work-Life Balance.  These generations almost demand a healthy work-life balance that allows them to maintain an identity outside of work. Many will pursue passion projects, second jobs as an entrepreneur or as a freelancer, or take off weeks at a time for international travels or sabbaticals.
• Tech-Savvy.  The younger crowd is typically much more tech-savvy and prefer to communicate via digital methods rather than face to face or by phone. They tend to get frustrated when they are forced to utilize outdated tools and systems in the workplace since they are used to the latest and greatest outside of work. They can also get frustrated with Boomers and GenX for their perceived archaic ways of doing things and their overall lack of tech savvy.
• Professional Development. These generations are excited about professional development and will often take on additional tasks to grow and to add to their resume. Certifications and unique job experiences (and new skillsets) are important to them.
• Open Communications. They desire open and fluid communications with their managers and leaders and like to hear how they can grow and learn new skills.

How to Bridge the Gap Between Generations

Despite these differences, assembling an organization that includes representatives from each generation can make a great team. They will work extremely well together if the right leadership and culture facilitates an environment of healthy communication and understanding.

What can be done to bridge the gap between generations to create a diverse workplace and a cohesive team? Here are three suggestions.

Implement a Two-Way Mentorship Program

Traditional mentoring programs pair senior leadership with junior players so that the former will guide the latter. But for the gap between young and old to truly diminish, mentorship should actually be in both directions.

The younger generations can benefit from mentorship by learning from someone more experienced. There are surprising benefits when a mentee takes the knowledge/experience from a mentor and applies a different way of thinking to it. They also tend to acclimate and learn and value the organization’s culture and established processes when a mentor takes the time to bring them along. 

The older generations, however, still have a lot to learn. In two-way mentorship, GenY/GenZers can introduce them to new technology and even coach them on how to manage other young professionals. And they have experiences of their own to share from an ever-evolving professional world.

Mentors and mentees who spend time together will inevitably talk about things outside of work, hopefully developing common ground. And as these groups start to understand each other, they will grow to value each other’s experience and perspective and work together more cohesively.

as these groups start to understand each other, they will grow to value each other’s experience and perspective and work together more cohesively.

Include GenY/GenZ in Key Initiatives

Boomers and GenXers are generally in decision-making positions, yet younger generations want to be included in the decision-making and they will often leave an organization if they don’t feel they are being heard. Consider including younger employees in committees or teams to bring a fresh perspective and give them an active role in solutions (and they would learn valuable new skills). 

Host Learning Sessions and Social Gatherings 

Perhaps nothing brings people together more than learning something new. Although each of the workforce generations have their specialties, there are plenty of topics that are uncharted territory for them. Hosting lunch-and-learns, workshops, webinars, and classes are great ways to get everyone on a level playing field. Training on the systems, software, and processes used by the organization also enables everyone to learn together. Whether it’s a new software system or something that’s been around for years, give the generations a space to exchange ideas, perspectives, and tips to improve each other’s productivity and enhance your business.

give the generations a space to exchange ideas, perspectives, and tips to improve each other’s productivity and enhance your business.

You could also provide opportunities for the team to socialize outside of the office. Take the team out to lunches, celebrate a successful milestone outside of work, or create a volunteer program so employees can work together toward a common goal. Creating these types of events and opportunities can enhance communication and teamwork.

Start with the Right Employees

It may go without saying, but in addition to the above strategies, having the right people on the team is vital. Even with the best programs in place, the “wrong” people may never achieve the productive, cohesive, diverse team you desire. 

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Executive search firms can make the process of hiring and maintaining a tight-knit team easier. They know the values and preferences of each generation, so they can find the right talent that not only fit with your organization but fit with your specific team.  

Testa Search Partners is devoted to finding ideal candidates for our clients’ recruitment needs. Let us work for you and make your life easier.

*these are generalizations in a vacuum, not 100% factual statements