🤝 Linking different age generations at work.
There is no place for age-shaming in today's society.
The modern workplace is no longer restricted only for those who are looking to feed their families, or pay for their bills. An increasing portion of the workforce shows up every day solely to fulfill their self-actualization needs.
No matter the purpose, employees from different generations come together and bring variety in the workplace. But for employers, the biggest challenge is to balance the two sides of this coin—turning their differences into productive diversity.
Melting pot of unique traits
According to the Pew Research Center, there are approximately five groups of generations that make up today’s workforce:
Silent Generation (1928 – 1945)
Baby Boomers (1946 – 1964)
Generation Xers (1965 – 1980)
Millennials (1981 – 1996)
Generation Z (1997 – 2012)
Here are some of the differences and similarities that the different generations commonly have in the workplace:
Time
Baby Boomers and Gen-Xs often prefer to have a routine working hours, usually from 8/9am to 5/6pm, while the younger generations prefer a more flexible working arrangements—reasonings include to accommodate their studies.
Office Environment
The older generations would not have put many expectations as they see offices as just standard workplaces where you arrive, you work, and you go back home, whereas Millennials and Gen Z emphasize on work amenities a lot.
Emotional Quotient
Generally, those who are of the older generations are seen as more matured and project their emotions less at their workplace compared to the younger, vibrant generations. This could be both a blessing and a curse, though.
Creativity vs Experience
Many years of working experience may unintentionally stifle one’s creativity at work. The youth is also more exposed to the fast-changing technologies, but the Boomers often have more extensive knowledge on the industry.
Do you find any of these traits to be accurate? Find more differences and similarities between generations at work here.
Signs of age discrimination
Age-shaming in the workplace could really go both ways—whether targeted at older employees or the younger/newer generation. If you experience or witness any of the following, make sure to take it up to the HR department:
Hearing Age-Related Comments or Insults
According to Columbia University’s research, even the oldest Boomers may experience micro-aggressions relating to their age, which are ‘brief verbal, behavioral, and environmental indignities that communicate negative slight’.
Being Overlooked for Challenging Work Assignments
One tactic that could happen is ‘lightening the load’ of someone’s plate, because they are deemed incompetent based only on their age. This could frustrate and demoralize the employee as it makes them look less useful to the company.
Becoming Isolated or Left Out
The targeted person might be intentionally removed from meetings, left out of decisions, and may even be relocated further away from the team, making it more difficult for them to contribute and be a valuable part of the team.
Getting Turned Down For a Promotion
Some people might experience being turned down for a promotion that ended up going to a younger/older employee who was less qualified. If this is done with no evidence of the decisions being based on merit, it points to age discrimination.
Read more about the average ages for popular tech companies, and more examples of age discrimination in the workplace here.
Closing the generational gap
This goes without saying but the main authority figure that is responsible for fairness at work, including diminishing unfair age discrimination, is the employer.
But, aside from the policies in place, employees are also required to contribute in creating a supportive work environment. The following are some of the approaches you could take to bridge the age gap in the workplace:
Have open communication
Skill development activities, team-building exercises, employees’ social and technical events, environmental sustainability, and CSR activities could be a good starting point.
Focus on similarities rather than differences
Professionals say that core values are likely to resonate regardless of age, and focusing on them can promote open-mindedness and versatility within the culture of the company.
Create a mentoring platform
It is of paramount importance to encourage and promote cross-generational mentoring or reverse mentoring, where employees regardless of age are allowed to meet, gain direction and learn from each other’s experiences.
Request feedback
Employees can address the issue of age differences directly at work with their colleagues by asking the person for constructive advice on how to deal with the issue.
Learn more about the many ways you can help create a more inclusive work environment here.
Have you been in a situation where you have to work with colleagues from different generation backgrounds? Or, do you prefer to stick with your age crew?
Regardless of your preference, it is important that age inclusivity is upheld in every work environment.
Make sure to forward this week’s Monday Mavens edition to your cross-generational colleagues to see if you and them could relate!
See you next week for more work productivity insights ✨