Each generation speaks its own ‘language’, responds differently to tone, type of content, medium and communication style – and they all have differing expectations of their employer. In my work as an HR Consultant this has had me scratching my head a lot recently as I am being asked more and more to help resolve issues between different generations in the workplace.
These days our workforces span multiple generations, defined by the years they were born: Baby Boomers (1946 – 1964), Generation X (1965 – 1980), Millennials (1980 – 1995), and Generation Y (1996 – 2000) and Gen Z (2001 – present). Think of how people from these different eras came to experience work, independence, and technology for the first time, for example: Gen Y predated the internet while Gen Z learned to use touch screens as toddlers.
Here’s a recent scenario: Bill is 60. He’s worked for his employer for 10 years and manages the finance team. He left school at 18 and has completed his professional accountancy exams. Abbie joined the business this year. She is studying for an apprenticeship in digital marketing. Bill thinks the youth of today are shirkers, he can’t believe how easily they’re offended – no wonder they get labelled snowflakes! For goodness sake, they are so woke you can’t even express what your favourite type of coffee is without being accused of discrimination. Abbie has overheard Bill expressing his views in the canteen, in the corridor and most recently across someone’s desk in his team. Abbie decides she’s had enough and goes to her line manager to complain. Abbie tells her manager Bill is a dinosaur who probably voted for Brexit and couldn’t operate an i-phone properly if he tried – no doubt he thinks women should be kept at home to look after the kids and put the tea on the table when their husband gets in!
So the question is, how on earth do we resolve an issue like this? For me, it starts with listening. Mediation – where a trained expert comes in to facilitate a conversation – can often help with understanding. Listening to someone doesn’t mean you have to agree with them but giving them the space to be heard is absolutely critical and applies to both parties in a dispute. A phrase I often find myself quoting is, “the only place we’ll meet, is in the middle.” Everyone is entitled to their opinion, but in the workplace we have to find a way to cooperate and we also have to ensure we abide by the legislation in place to stop discrimination. This means there’s a lot at stake for the employer. Brushing it under the carpet isn’t an option.
Here are my top tips:
• Acknowledge – talk about generational differences, you can’t solve a problem if you don’t acknowledge it exists
• Appreciate – focus on common needs, the ‘why,’ not the ‘what.’ The ‘what’ divides us but the ‘why’ is the thing that unites us
• Flex – agree on how to accommodate different approaches
• Leverage – play to the strengths of each generation and encourage mentoring and reverse-mentoring
For more inspiration on the importance of diversity in the workplace, this YouTube video from Matthew Syed is one I often refer to https://www.youtube.com/watch?v=E5UHfcwal0M
By Ruth George – HR Consultant
ruth@ruthgeorge.com
07899 920075
www.ruthgeorge.com
This is not legal advice and is provided for general information only. © Ruth George HR Consulting.
