{"id":39285,"date":"2022-03-29T09:39:23","date_gmt":"2022-03-29T08:39:23","guid":{"rendered":"https:\/\/www.inclusiveemployers.co.uk\/?p=39285"},"modified":"2024-08-27T13:04:20","modified_gmt":"2024-08-27T12:04:20","slug":"managing-intergenerational-workplaces","status":"publish","type":"post","link":"https:\/\/www.inclusiveemployers.co.uk\/blog\/managing-intergenerational-workplaces\/","title":{"rendered":"What is an intergenerational workplace?"},"content":{"rendered":"<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<p>Over the last century, <a href=\"https:\/\/ourworldindata.org\/life-expectancy\">global life expectancy<\/a> has almost doubled and is now above 70 years old. This significant change in the demographic of the population, along with the <a href=\"https:\/\/www.gov.uk\/government\/news\/default-retirement-age-to-end-this-year\">abolishment of the default retirement age<\/a> in the UK in 2011, has meant a change in the age diversity of our workforce.<\/p>\n<p>We now have five generations of people, working alongside each other, but who does this intergenerational workplace consist of and what does this mean for organisations?<\/p>\n<p>Generations at a glance:<\/p>\n<ul class=\"wp-block-list\">\n<li>Gen Z (born 1997 \u2013 2012) \u2013 also known as Zoomers, a play on words from the baby boomer generation<\/li>\n<li>Millennials (1981 \u2013 1996) \u2013 also known as Gen Y<\/li>\n<li>Gen X (1965 \u2013 1980)<\/li>\n<li>Baby Boomers (1946 \u2013 1964) \u2013 the generation born during the post World War II baby boom<\/li>\n<li>Silent Generation (1928 \u2013 1945) \u2013 this generation gets its name from being raised during a period of economic depression<\/li>\n<\/ul>\n<p>You can check out our <a href=\"https:\/\/www.inclusiveemployers.co.uk\/resource\/multigenerational-intergenerational-workforce-factsheet\/\">Multigenerations in the Workplace factsheet<\/a> which explores the priorities and communication preferences of these five different generations in more detail.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h2 class=\"wp-block-heading\"><strong>What intergenerational issues in the workplace may occur?<\/strong><\/h2>\n<p>As society has gone through many political, legal, economic, social and technological changes over this past century, these five generations of people have experienced contrasting external factors at play when entering the workforce.<\/p>\n<p>Therefore, it\u2019s no surprise intergenerational conflict in the workplace may occur as people with different views, motivators, work expectations and communication styles work alongside each other.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Difference in views<\/strong><\/h3>\n<p>A difference in views may be particularly noticeable in regards to attitudes to work e.g. work-life balance, location of work and management styles.<\/p>\n<p>In recent years, there\u2019s been an increase in focus on the employee experience for organisations and older generations may not have seen this treated as a priority before. We can also see this in the inclusion and diversity space too.<\/p>\n<p>When searching for jobs, younger generations see good inclusion and diversity practices as essential rather than something that\u2019s nice to do. <\/p>\n<p>Younger generations are more likely to have had access to spaces designed with these conversations in mind, whilst older generations may not have had the opportunity, or the terminology, to share their opinions and learn from each other in the workplace.<\/p>\n<p>Creating a safe space, where open and honest conversations are valued, recognising people from all generations may have different starting points, is key to bringing a multigenerational workforce on an inclusion journey together.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Various work expectations<\/strong><\/h3>\n<p>Variation in experience throughout the employee lifecycle can also have an impact on the expectations of different generations when they join new organisations.<\/p>\n<p>As there has been more research, knowledge sharing and increased awareness of best practice in the field of organisational development, lots of employees are experiencing huge organisational change.<\/p>\n<p>From the style of interview questions at recruitment, to what\u2019s available in employee benefits packages, to the way performance is evaluated, within a multigenerational workforce there will be a wide range of contrasting experiences of working life.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>A lack of understanding<\/strong><\/h3>\n<p>This combination of different views and different expectations can result in a lack of understanding between colleagues and a generational disconnect.<\/p>\n<p>Some people may not understand why their colleagues are pushing for change within an organisation, and others may not understand why their colleagues are reluctant to change ways of working that have been in place for years. Clarity around organisational decision making is important in combatting this.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Stereotypes<\/strong><\/h3>\n<p>Whilst it can be helpful to broadly define the different generations in the workplace and everyday life, it\u2019s important we don\u2019t fall into the trap of stereotyping.<\/p>\n<p>Often age is a characteristic that gets overlooked when it comes to inclusion, but we see harmful stereotypes come into play across all generations.<\/p>\n<p>We see these tropes exacerbated in the media, with younger generations portrayed as \u2018sensitive snowflakes\u2019, and older generations as \u2018stuck in their ways\u2019.<\/p>\n<p>This plays into our biases and reinforces those generational divides. Microaggressions are common in society and in our workplaces, and age is no exception.<\/p>\n<p>How many of the following examples seem familiar to you?<\/p>\n<ul class=\"wp-block-list\">\n<li>\u2018Gen Z are always glued to their phones\u2019<\/li>\n<li>Using the term \u2018boomer\u2019 as an insult<\/li>\n<li>Job adverts describing their culture as \u2018young and vibrant\u2019<\/li>\n<li>Younger co-workers being spoken over<\/li>\n<li>Jokes about older people not being able to use technology<\/li>\n<li>\u2018Millennials are entitled\u2019<\/li>\n<\/ul>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Communication struggles<\/strong><\/h3>\n<p>Communication is key to a successful organisation, and yet this is where we see some of the biggest generational divides. <\/p>\n<p>Digital communication is now at the forefront of most organisations, and rapid investment and expansion in technology have meant there are more ways to communicate than ever before.<\/p>\n<p>It\u2019s important that we recognise that for some employees, especially those who are long-serving within their organisation, communication styles will have changed multiple times during their working life.<\/p>\n<p>It\u2019s also important to recognise that not everyone from younger generations knows how to use new platforms, or apps that are introduced, and assumptions that they do may lead to people feeling uncomfortable asking for help or support.<\/p>\n<p>It\u2019s not just the method of communication that poses a struggle, but the tone of voice and level of formality may also differ between generations. It&#8217;s also important to consider evolving language, especially when we consider changes in terminology used in the inclusion and diversity space.<\/p>\n<p>There may also be generational differences between slang used by younger generations, and business acronyms or jargon used by older generations, so the words we use regularly when communicating can contribute to a generational divide.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"667\" src=\"https:\/\/www.inclusiveemployers.co.uk\/wp-content\/uploads\/2022\/03\/intergenerational-workplace.jpg\" alt=\"\" class=\"wp-image-39288\" srcset=\"https:\/\/www.inclusiveemployers.co.uk\/wp-content\/uploads\/2022\/03\/intergenerational-workplace.jpg 1000w, https:\/\/www.inclusiveemployers.co.uk\/wp-content\/uploads\/2022\/03\/intergenerational-workplace-600x400.jpg 600w, https:\/\/www.inclusiveemployers.co.uk\/wp-content\/uploads\/2022\/03\/intergenerational-workplace-300x200.jpg 300w, https:\/\/www.inclusiveemployers.co.uk\/wp-content\/uploads\/2022\/03\/intergenerational-workplace-768x512.jpg 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n<\/div>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h2 class=\"wp-block-heading\">The benefits of a multigenerational workplace<\/h2>\n<p>Even though there are multiple challenges we encounter when managing a multigenerational workforce, there is a clear <a href=\"https:\/\/www.inclusiveemployers.co.uk\/business-case-for-diversity-and-inclusion-a-quick-guide\/\">business case<\/a> for managing intergenerational workplaces effectively, and harnessing the learning to improve our organisations. <\/p>\n<p>Age diversity within our workplace leads to the diversity of perspective, better decision making and increased opportunities to develop our workforce.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Diversity of perspective<\/strong><\/h3>\n<p>We know that having a diverse workplace also allows us to be more representative of our clients, customers and colleagues. Having representation from multiple generations contributes to the diversity of thought and helps us to see different perspectives and reflect on different life experiences.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Problem Solving<\/strong><\/h3>\n<p>Having a multigenerational workforce means we benefit from having a mixture of fresh innovation and ideas, balanced with the wisdom and learning from those employees with years of experience. <\/p>\n<p>We solve problems better when we are challenged, and healthy conflict leads to better decision making. The different challenges that generations have faced throughout their lives, will help us better identify barriers in situations, and also be better equipped to consider the impact of potential solutions too.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Opportunities to learn &amp; develop<\/strong><\/h3>\n<p>A key benefit of a multigenerational workforce is the potential for knowledge sharing. Longer serving employees can help younger generations understand the context of your organisation and ensure that industry knowledge is passed down. <\/p>\n<p>Younger generations can bring new ideas, skills and methods to the workplace, and educate their co-workers on these. Being willing to understand, listen and learn from our colleagues from different generations to us helps increase empathy. There\u2019s always more we can learn from each other!<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h2 class=\"wp-block-heading\">Tips for managing intergenerational workforces<\/h2>\n<p>Effectively managing your intergenerational workforce is all about reflecting on the needs and expectations of all generations, throughout the employee lifecycle.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Make sure your benefits are suitable for all generations<\/strong><\/h3>\n<p>Think about what will appeal to different generations \u2013 are they looking for health and wellbeing perks, career development opportunities, volunteering opportunities, social events or financial benefits? <\/p>\n<p>Tailoring your package to think about all ages, will mean you attract a more diverse workforce initially, but you also have a better chance of reduced turnover too. <\/p>\n<p>A best practice approach is a pick and mix style of benefits, where employees can choose, from a selection provided, what works best for them and their lifestyle.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Be inclusive and unbiased<\/strong><\/h3>\n<p>Think about inclusivity even from the recruitment stage. Dates of education or employment on CVs can be a giveaway as to a person\u2019s age and naturally lead to bias in hiring manager&#8217;s decisions. <\/p>\n<p>Can you adapt your hiring process to be more neutral, so that those on recruitment panels don\u2019t have access to some of this demographic information?<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Listen<\/strong><\/h3>\n<p>Hear the voices of different generations within your workforce. As you would with other characteristics, find out what your employees are thinking. <\/p>\n<p>You could do this by including age, along with other <a href=\"https:\/\/www.inclusiveemployers.co.uk\/resource\/a-guide-to-collecting-diversity-data\/\">diversity data<\/a>, in your employee surveys. This would allow you to analyse results through the lens of looking at how different generations are impacted.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Encourage a variety of communication styles<\/strong><\/h3>\n<p>As a society, and within our workplaces, there\u2019s an increasing understanding of acknowledging the importance of neurodiversity and the different ways in which all our brains work. <\/p>\n<p>This means there\u2019s no one \u2018right way\u2019 of communicating that fits everyone. It\u2019s best not to make assumptions around communication styles, and instead, treat people as individuals. <\/p>\n<p>When you\u2019re thinking about organisation-wide communications, reflect on how you\u2019re getting that message out. Is the content engaging and accessible to all ages?<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Be understanding of each individual<\/strong><\/h3>\n<p>Be accommodating to the needs of individuals, and take a flexible approach both to working patterns and working styles. <\/p>\n<p>As employees get older, they may have additional caring responsibilities or changes in health. It\u2019s important to check in regularly with your employees about any additional support they might need, and support flexible working where possible.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h3 class=\"wp-block-heading\"><strong>Create opportunities for learning<\/strong><\/h3>\n<p>Think about setting up cross-generational mentoring schemes. Older generations will have a wealth of skills and knowledge to draw upon, whereas younger generations are likely to be more confident in the knowledge of current trends, or recent technological advancements. <\/p>\n<p>Conduct a training needs analysis, and consider where cross-generational collaboration may enhance your training programme.<\/p>\n<p>Ensure your inclusion and diversity initiatives, such as training sessions on unconscious bias or microaggressions, take age into account as a characteristic. Encouraging people to share their own personal experiences, as part of these sessions, or as a wider campaign, can help build empathy and understanding between generations.<\/p>\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<h2 class=\"wp-block-heading\">How Inclusive Employers can help generations work together<\/h2>\n<p>Ultimately, managing an intergenerational workforce is all about valuing and understanding difference.<\/p>\n<p>We can support you in effectively managing your <a href=\"https:\/\/www.inclusiveemployers.co.uk\/learning-and-development\/inclusion-and-diversity-topics\/understanding-difference\/intergenerational-workplaces\/\">intergenerational workforce<\/a> through training opportunities.<\/p>\n<p>If you\u2019re a member, have a chat to your account manager about the options and available and if you\u2019re not a member but interested in finding out more please get in touch through our <a href=\"https:\/\/www.inclusiveemployers.co.uk\/learning-and-development\/inclusive-employers-training-enquiry\/\">enquiry form<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Over the last century, global life expectancy has almost doubled and is now above 70 years old. This significant change in the demographic of the population, along with the abolishment of the default retirement age in the UK in 2011, has meant a change in the age diversity of our workforce. We now have five&#8230;<\/p>\n","protected":false},"author":23645,"featured_media":39287,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"0","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[184],"tags":[],"class_list":["post-39285","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-age"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Manage Generational Differences | Inclusive Employers<\/title>\n<meta name=\"description\" content=\"Generational differences at work can have benefits, but also cause problems. Find out more on how to manage and make the most of an intergenerational workforce.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.inclusiveemployers.co.uk\/blog\/managing-intergenerational-workplaces\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Manage Generational Differences | Inclusive Employers\" \/>\n<meta property=\"og:description\" content=\"Generational differences at work can have benefits, but also cause problems. 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