The phrase “I think it’s a generational thing” has become common in many workplaces. It’s often used to explain away confusion, miscommunication, differing viewpoints, or contrasting working styles. This has only grown more frequent in recent years, and with good reason. For the first time in history, five generations are coexisting in the workplace.
Managing a workforce that spans such diverse age groups is no small feat, especially with so many people at different life stages making significant changes. Often, their interactions in the office are viewed through a negative lens – Boomers might be seen as resistant to change, while Gen Z is frequently stereotyped as being glued to their phones.
However, these differences don’t have to be problematic. In fact, encouraging a harmonious, multigenerational workforce is crucial for a healthy and productive work environment.
As the workplace continues to evolve, understanding and embracing the strengths of each generation is essential for creating a cohesive and effective workforce.
Generational identity – one layer among many
When considering workplace dynamics, it’s important to remember that a person’s generational identity is just one layer of who they are. It’s crucial to avoid using “generation” as a blanket explanation for behaviours or decisions. Instead, consider the broader context of an individual’s life experiences.
Curiosity over judgment
To better understand colleagues of different generations, it’s beneficial to approach interactions with curiosity rather than judgment. For instance, a phrase like “Help me understand why you see it that way” invites conversation and understanding, while “I don’t understand why you see it that way” can come across as dismissive.
These conversations help to build trust and understanding, and over time, contribute to a healthy workplace culture.
The crucial role of communication
Communication is fundamental to any successful organisation, and this is especially true in today’s workplace. With employees toggling between a variety of platforms – not to mention the occasional in-person conversation – miscommunications can easily arise. These issues are exacerbated when communication styles are attributed to entire generations, rather than recognising the individual preferences and needs of each employee.
The business case for generational collaboration
Finding harmony in generational collaboration isn’t just beneficial for your workforce – it’s crucial. It doesn’t only relate to your employees, but how they interact with clients, customers and anyone that engages with your business. If we don’t encourage our employees to communicate and understand the different styles, how do we expect them to communicate with those that are key to your business success?
Mentoring – a two-way street Mentoring is often viewed as older colleagues imparting wisdom to younger ones; however, we can turn this into a two-way street. The opening of minds and sharing of knowledge from both older and younger generations can be a game changer for organisations.
Workplaces need to embrace the diversity in age and experience across all generations. It shouldn’t just be part of the strategy, it’s a necessity.
If you need assistance with navigating generational divides in your business, contact Dianne Newell, founder of The People and Culture Link to find the best strategy for you.
