We all do it, sometimes… We complain about the younger generation… and we complain about the older generation.
There are moments we can wholeheartedly relate to what Aristotle said in the fourth century B.C. about young people: “They think they know everything, and are always quite sure about it.”
And there are moments we have this bubbling feeling from inside to blurt out “Ok Boomer!”
This is not new, not unique. Different generations have struggled to connect with other generations, for generations.
Where is the generation gap coming from?
Research indicates that individuals born within the same generation develop “collective memories”, shaped by shared significant social, cultural, political, technological and economical events. These memories contribute to the formation of specific norms, attitudes, and behaviors.
Keeping it super simple and illustrative, we can say that Gen Z (born between 1997-2012) likes snapchatting, Millennials (born between 1981-1996) are most comfortable texting, while many Gen Xers (born between 1965-1980) prefer email, and Baby Boomers (born between 1946-1964) the telephone. While we have to be careful not to overgeneralize, we encounter these stereotypes daily. Maybe we should not shame a Millennial complaining about their parents expecting a call-back, and learn to appreciate the effort a Boomer puts into learning to text, so that they can stay connected with their grandchildren.
Why do generations struggle to connect?
While we evolve as human products of our generation, something else happens in the social sphere. Social identity theory suggests that we derive self-respect from our group membership, in this case our generation. This sense of belonging enhances our self-esteem and solidarity by fostering a belief in our group’s superiority over others.
However, the negative stereotypes of the other generation that fuel our self-esteem and solidarity frequently create unnecessary distance between our group and the other group, leading to intergroup conflict.
How do we turn the generation gap challenges into opportunities?
Wherever you are on the generation spectrum, there is always a reason to complain about what is to your right and to your left. But what is the opportunity?
When we use generations as lenses rather than labels, we can gain deeper understanding of one another. We are all better off if our mindset focuses on shared goals and how resources can be combined to create something mutually beneficial. In this way, we not only solve the issue at hand more efficiently, but we also build a stronger long-term relationship, based on empathy, cooperation and trust. If we can move past our defensive mindset, these same differences bring with them incredible opportunities.
What is happening at the workplace?
Demographic change is one of the most important issues facing organizations today. Growing global economy, increasing life expectancy, and social, institutional and technological advancements lead to a working population with a large age spectrum. There are risks to manage and opportunities to seize. The core of the matter is that the multigenerational composition of the workforce has never been so diverse. This impacts every aspect of organizational life, from talent management and workforce planning to compliance and investment plans. Organizations need to define effective strategies to attract, retain and manage the performance of all generations, and together.
How can organizations bridge the gap?
A strategic approach is required to reap the benefits of a multigenerational workforce. Organizations should take bold, visionary steps:
Unite Around a Shared Vision – Rally all leaders around a compelling, shared vision and common goals. Inspire unity by focusing on collective success and the greater purpose that binds the organization together.
Foster Open Dialogue – Create an environment where leaders from every generation can share their unique knowledge, expertise, perspectives, insights and ideas freely, so that they can understand, complement and support each other.
Build Multigenerational Teams – Create multigenerational intact teams intentionally. Launch cross-generational projects that harness the collective genius of diverse leaders. Encourage collaboration that sparks innovation and creative problem solving.
Design Inclusive Practices – Consider the full range of needs, expectations and preferences of different generations while designing the workplace, working arrangements, reward strategies and communication platforms.
Champion Mentorship – Introduce ‘mutual mentoring’ and ‘reserve mentoring’ in addition to traditional mentoring approaches, fostering a rich exchange of wisdom and fresh perspectives.
Honor Diverse Contributions – Recognize and celebrate the diverse achievements and contributions of leaders from all generations. Share stories of cross-generational triumphs.
Commit to Lifelong Learning – Implement a feedback-rich culture where leaders regularly reflect, grow individually and together. Equip leaders with skills to communicate effectively, embrace and resolve conflicts, and lead with empathy.
Encourage Flexibility and Agility – Advocate for a culture that embraces change and values adaptability. Encourage leaders to be open to new technologies and methodologies that different generations bring to the table.
Adopt Inclusive Leadership – Foster an atmosphere where every leader feels valued, understood, and empowered to contribute their best. Require leaders to practice inclusivity and to appreciate the diverse talents within their teams. Actively dismantle stereotypes and biases that divide generations.
As organizations build an inspirational, compelling future picture and an inclusive operating platform for all generations, they will secure more collaboration, innovation, adaptability and resilience.
There is so much to gain. Let’s mind the gap! Let’s bridge the gap!
Note: A Gen Z, aka Zoomer, was consulted in the writing of this blog 😊