Resenteeism: The Unexpected Common Ground Uniting Generations in the Workplace

Resenteeism: The Unexpected Common Ground Uniting Generations in the Workplace

The workplace is experiencing a silent epidemic that transcends age and experience: "RESENTEEISM"

This pervasive discontent and resentment towards one's job is not a new phenomenon, but its alarming growth across generations signals a deeper malaise within the modern workplace.

Recent research from McKinsey & Company reveals a staggering statistic: 40% of employees across all age groups are considering leaving their jobs in the next 3-6 months.

While the reasons for this vary, resenteeism, fueled by factors like lack of recognition, limited growth opportunities, and toxic work environments, significantly contributes to this trend.

The data also highlights a surprising commonality: the underlying causes of resenteeism are strikingly similar across generations.

Younger employees, often stereotyped as job-hoppers, are increasingly disillusioned with work that lacks meaning and purpose.

Older employees, meanwhile, are increasingly feeling undervalued and overlooked due to ageism and a lack of career advancement opportunities.

As organizational psychologist Adam Grant aptly says, "The most meaningful way to succeed is to help others succeed."

This sentiment rings true in the context of resenteeism, as addressing the needs of one generation can positively impact the entire workforce.

The Unlikely Alliance: Bridging the Generational Divide through Mutual Understanding

Ironically, the very forces driving resenteeism across generations also hold the potential to unite them.

Younger employees, often associated with quiet quitting, are increasingly vocal about their desire for meaningful work, autonomy, and work-life balance.

Older employees, meanwhile, are experiencing a surge in resenteeism fueled by ageism, lack of career progression, and a feeling of being undervalued for their experience and wisdom.

A recent AARP study found that 61% of workers aged 45 and older have experienced or witnessed age discrimination.

This impacts individual wellbeing and hinders the organization's ability to leverage its older workforce's valuable experience and knowledge.

Despite these seemingly disparate grievances, a closer examination reveals striking similarities.

Younger and older employees crave a sense of purpose in their work, opportunities for growth and development, and a workplace culture that values their unique contributions.

They both seek recognition and appreciation for their efforts and desire a work environment that respects their needs and aspirations.

Closing the Generational Gap: A Call for Alliance and a New Way Forward

The key to addressing resenteeism is recognizing this common ground and fostering a culture of understanding and collaboration across generations.

Instead of focusing on stereotypes and biases, employees need to come together to advocate for a workplace experience that meets everyone's needs.

This involves:

Breaking Down Stereotypes: Challenging the misconceptions that fuel generational conflict, such as the idea that younger employees are entitled or that older employees resist change.

Building Relationships: Creating opportunities for cross-generational interaction and collaboration, such as mentoring programs, team-building activities, and social events.

Sharing Perspectives: Encouraging open dialogue and feedback so employees of all ages can share their experiences, challenges, and aspirations.

Advocating for Change: Working together to identify areas for improvement and advocate for policies and practices that benefit everyone, regardless of age or experience level.

The Lifespan Employee Experience: A New Paradigm

The lifespan employee experience is not just a buzzword; it's a new paradigm for creating a workplace where all employees can thrive, regardless of their age or stage in life.

By focusing on the everyday common needs and values that unite us and fostering a culture of empathy, collaboration, and mutual respect, we can create a work environment where everyone feels valued, supported, and empowered to reach their full potential.

A lifespan employee experience can take many forms, but it should always prioritize the following:

Meaningful Work: Providing opportunities for employees to contribute to projects that align with their values and passions, regardless of their age or experience level. This might look like involving Gen Z in social impact initiatives or leveraging Boomers' experience for mentorship programs.

Growth and Development: Offering ongoing training, mentorship, and career advancement opportunities ensures all employees feel challenged and supported in their professional journeys.

This could include personalized development plans, cross-generational mentoring, and opportunities for upskilling or reskilling.

Recognition and Appreciation: Creating a culture of appreciation where employees feel valued for their unique contributions, regardless of age or tenure.

This can involve regular feedback, public recognition, and rewards that cater to the individual's preferences and motivations.

Work-Life Balance: Providing flexible work arrangements, supportive policies, and a culture that values wellbeing, so that employees can thrive at work and in their personal lives.

This could mean offering flexible schedules, remote work options, generous parental leave, or on-site wellness programs.

Fairness and Equity: Ensuring all employees are treated with respect, dignity, and fairness, regardless of age, background, or experience.

This involves establishing clear policies against discrimination and harassment, conducting regular pay equity audits, and fostering an inclusive culture where everyone feels valued and heard.

By embracing these principles and fostering a culture of collaboration and understanding across generations, organizations can turn the tide of resenteeism and create a workplace where everyone feels valued, supported, and empowered to thrive.

The time for a lifespan employee experience is now. It's a call for alliance, a call for unity, and a call for a brighter future for the workplace.

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Dave Allman Paul Long Cindy Bacskai Diana Wu David Gena Cox, PhD Wilfred Krenn ?? Dante Pannell Ryan Wolf