Welcome to another edition of Your Workplace Culture Guide! This month, we are talking about a topic that has been at the heart of many workplace conversations and online debates—Generational Differences in the Workplace.
Today’s workforce is more age-diverse than ever. Among these generations, the Generation Z is constantly in the spotlight, sparking both positive and negative opinions online. However, on our podcast OnPeople, HR expert Bolaji Shote, plainly put it: "With the right attitude some Gen Z’s deliver even more than people from other generations.” Similarly, Ivie Temitayo- Ibitoye mentions the need for adaptability, saying “What appeals to Gen X definitely does not appeal to Gen Z…so organizations need to be adaptable.” Many guests share the same opinion, highlighting that what truly matters is not a person’s age, but their attitude and approach to work.
We are aware of the differences that might exist when working with someone from a different generation such as communication style, work habits, or perspectives. These differences can be easily seen as a challenge, rather than the opportunity that it is. Younger generations bring fresh ideas and are often quick to adopt new technologies, while older employees contribute deep industry knowledge and seasoned perspectives. This perfect mix can lead to more diverse problem-solving abilities.
It is quite normal for challenges to arise even after finding a balance, such as varying communication preferences, generational stereotypes, or differences in work priorities. To reduce friction, It is important to find a balance that works for both parties to successfully collaborate and get value off of each other’s skills.
So how do you successfully make the most out of working with someone from a different generation?
Mutual learning: Encourage a two-way learning environment where younger employees can share insights on new technologies or new digital trends, while older employees can contribute both their own technological knowledge as well as valuable mentorship and career guidance. This exchange promotes respect and bridges knowledge gaps across generations.
Open communication: Be clear about your working preference and encourage your colleague to do the same. Having honest discussions about communication preferences and expectations can help avoid misunderstandings and foster collaboration.
Adaptability and Flexibility: Be willing to adapt to different work habits. Younger generations might prefer flexible schedules or remote work, while older generations may be more accustomed to structured environments. Creating flexibility that accommodates both can lead to better teamwork.
Focus on Strengths: Rather than fixating on generational differences, focus on leveraging each other’s strengths. Recognize the strategic insight and experience of older colleagues, alongside the fresh ideas, tech-savviness, and energy younger employees bring to the table.
In the end, age differences in the workplace shouldn’t be seen as barriers but as valuable assets that can strengthen teams. By focusing on attitude and a willingness to collaborate, you can build a partnership that draws on the best of both generations.
As always, here are our job openings in September:
