The workplace today is a nice potpourri of people of all ages, races, and cultures. Working with people from different generations is both enriching and challenging at times. While on the one hand, you may have a Millennial (or Gen Y) boss, on the other, the co-worker in the next cubicle may be a Gen Z. Each generation has its own set of ideologies and beliefs as well as different ways of working. While Gen X has always worked in a more hierarchical company structure, Gen Z is used to a flatter structure with easy communication. The older generations often consider the newer ones as entitled and lazy, while, the younger lot consider older generations to be slow with technology.
There are so many stereotypes to break and gaps to bridge. So how do you work in harmony with everyone? And how does this generational gap impact your work?
How inter-generational conflict affects the company
It is often found that the inter-generational conflict and communication gap affect how people interact in an organization. For instance, young talent that needs to be prepared for future leadership roles in a company does not receive adequate training from current leaders.
This is partly because the older generation has the liberty to avoid challenging interactions with the younger lot and quite often deliberately remove themselves from such situations. But as a result of this, when the older generation leaves the organization, a massive knowledge gap is left behind, making the organization weak in its foundations.
A similar example is when new technology is introduced in the organization, the younger generation is usually faster to adapt to this change. But the communication gap may be a problem when the older generations need to learn the skills from the younger ones. So, the adoption of new technology becomes slower and less efficient.
Strategies to minimize conflict and successfully work with Gen Y and Gen Z
Gen Y and Gen Z employees have very different priorities when compared to older generations. They are not looking for meaningless recognition at work or security after retirement. They want to work in a place with company values they can relate to or one that is inclusive and offers a balanced lifestyle.
To minimize conflict at the workplace and increase productivity by successfully engaging the Gen Y and Gen Z employees, here are a few things you can try –
Break stereotypes and practice appreciation for each other through activities like role-reversal exercises and building age-diverse teams.
Emphasize the shared goals and encourage the feeling that they are all a part of the same team working towards the same goal.
Offer flexible working conditions that benefit people from all generations.
Acknowledge that people face different crises at different stages of their lives and offer the support they need to make their way through these life changes. Particularly the younger generations.
Helping your older employees embrace the new age workspace
In trying to make the workplace more technologically forward and competitive for the Gen Z and Gen Y employees, companies often forget its impact on the older employees. The older generation employees are equally valuable to the company and their knowledge and experience is an asset. Alienating these people and not taking any steps to include them in the revolution may be a huge mistake that can cost you years of insight.
Here are a few things you can do to help older generation employees adapt to the new environment faster but comfortably.
Plan easy but meaningful training programs. Older employees need time to learn about new technology and the training programs need to give them enough tolerance.
Encourage cross-generation collaboration so that older employees can freely communicate with Gen Y and Gen Z employees and are willing to learn from them.
Link their career growth with their willingness to adapt to change. For instance, make it essential for them to learn one new technology or tool to be eligible for the next promotion
Introduce tools that have easier interfaces and better user experience so that older employees can get the hang of things faster.
Give them the freedom to work towards this change in their own way, with flexible work culture.
Conclusion
Generational differences are a truth we cannot deny. But we can always try and minimize these differences by fostering an environment of mutual respect and acknowledgment of each other’s capabilities. When we start appreciating the challenges that each generation has braved, working together will be a joy.
Written by:
Elizabeth Houghton
Leadership Coach
Objective Leader