Certain values are either passed down or lost in translation from generation to generation. If your grandfather’s generation valued a strong work ethic and providing for his family as important male characteristics, it’s likely he would teach these principles to his son, and so on. The point is that there is great meaning behind the lessons we learn from the generations before us. It is then our responsibility to either carry them forward or revise them according to existing morals.
Generational Differences at the Workplace
This inner conflict often appears in the workplace, where the mixture of multiple generations all at once can become challenging. In today’s workforce, the diversity of generations is increasingly evident, with Baby Boomers, Generation X, Millennials, and Generation Z all under the same office roof. With this diversity comes the potential for misunderstanding and conflict, due to differing communication styles, work habits, and cultural values. Older generations tend to be stuck in their ways of the past, whereas the new kids on the block prefer a more updated, flexible, and tech-savvy approach to work.
Either way, multiple generations will inevitably run into generational differences and conflicting interests from time to time. This can occasionally pose risks to a stable, healthy work environment as conflict often causes unnecessary drama and tension among colleagues. To bridge this gap, effective communication and mutual respect are essential.
The Role of Demographics
Demographics play a major role in the intergenerational workplace dynamic. This is because over 20% of people in more than 30 different countries are at or near retirement age. Regardless, many are still expected to continue working, which contributes to this multigenerational hybrid workforce. In other words, age does not matter as much these days, as finding a 70-year-old and a 25-year-old in the same professional cohort is more common than one would think.
That said, ageism is still in effect, with much fewer older employees making up the current workforce than younger employees. In fact, only about 20% of Baby Boomers are employed today, compared to around 75% of Millennials and Generation X combined. Nonetheless, the workforce is in constant need of a diverse, multifaceted, and experienced population, which ultimately relies on not just their age, but on their skills, experience, and who they are as people.
Identity
Part of an individual’s identity is what they find important in their lives, including their workplace. An individual’s personal values likely stem from both cultural and generational influences. Their background and external environment are major indicators of how they interact with others, behave in public, and prioritize in their daily lives.
Generation-Specific Values
Millennials, for example, have evolved with the times more efficiently than Baby Boomers, as they grew up with the “best of both worlds,” in many cases. They witnessed the onset of computing technology along with cell phones, yet also played with traditional toys rather than on iPads. Thus, one might presume that Millennials value technology at work but also prefer hard copy paperwork over digital ones. The point is that all generations differ in terms of perspective, and these differences are utterly relevant in professional landscapes.
Fostering Respect Among Differing Perspectives
Given these generational differences, fostering a work environment that values mutual respect, despite contrasting opinions is important. This, in turn, will lead to perceiving aspects of work through a different lens than usual, which is environmentally healthy and productive.
Inclusivity
For one, establishing an inclusive workplace dynamic should be every employer’s goal, regardless of age differences. This means generational divides should never matter, as being inclusive will inevitably bridge this gap as long as all employees demonstrate and maintain respect for one another. Additionally, inclusivity promotes greater diversity within the company, similar to the roles that race, religion, and gender play when upholding a diverse work culture.
Flexibility
Along with inclusivity, being flexible allows for greater patience, more effective collaboration, and open-mindedness. For example, younger employees tend to have more energy than older employees, so being flexible may grant older employees the opportunity to work from home multiple days a week. In any case, a flexible employer will accommodate the needs of all their workers, not just younger or more productive ones. They will find value in every employee, thereby remaining flexible when the workload gets challenging or overwhelming.
Mentorship
While many prefer to just “stay in their lane,” others may find value and satisfaction in specifically working with each other to gain perspective. This may come in the form of mentorship, or the working relationship in which one party (typically an older employee) guides a fellow employee. While not always between younger and older employees, the dynamic of mentorship can create a stronger rapport among different generations, as it is only through working with each other that one can learn from one another.
Collaboration and Communication
Productive collaboration and effective communication will be the most significant means of fostering a multigenerational culture across fields. This is because employees of different ages and backgrounds will not only offer their insights but also feel heard at the same time. This sparks collective respect for one another’s ideas and leads to greater innovation down the road. Additionally, communication is a two-way street, so humility plays a role in actively listening to a different generation’s perspective.
The opportunities are endless when people share ideas across multiple generations, as each has valuable experiences and unique visions to provide. For instance, older employees may shed light on how certain computer programming works, discussing all the parts and mechanical work involved. Generation X, conversely, may go into depth about how these forms of technology can be leveraged to aid them as a team in accomplishing daily work tasks. Either way, this collaboration mandates trust and rapport.
Establishing Common Ground
Ultimately, building trust critically depends on how employers facilitate an environment in which all employees feel heard and valued. Finding common ground among employees can help tackle generational differences efficiently. Older and younger generations will naturally fare better at work when determining what they have in common rather than what is vastly different. Such an approach requires active listening, mutual respect, and empathy.
This is where empathetic leadership plays a vital role. Employers and managers who oversee intergenerational collaboration will be better equipped to foster collaboration and understand both sides collectively. Certain initiatives such as normalizing the hiring of older employees by younger managers can get the ball rolling on this issue. Once the workforce recognizes and plays by this dynamic, they will subsequently grow in their empathy and lead with care and compassion. There is nothing wrong with managers or supervisors who may not have “seniority” at a certain company. All that matters is mutual respect– that the older generations respect the younger, and vice versa.