People are able to work longer than before which is allowing for a number of generations to mix in at work. The understanding of technology, communication and management/leadership styles can sometimes create tension between generations.
A multigenerational workforce is made up of employees from different generations. It brings a diverse range of perspectives and life experiences to the team dynamic and business operations.
Managing multiple generations in the workplace can be a challenge. Each generation brings its own expectations, communication styles and perspectives to the table.
Give your employees the tools and strategies to understand each other and work together effectively. This will help you handle any issues that arise, while making the most of each generation's strengths.
This is the first time in history that five generations have been active in the workplace at once. That presents a unique challenge for management teams.
When the first Traditionalists entered the workforce, it would still be a few years before computers appeared in offices. Gen Z, who are taking the first steps in their careers, have never known an office without them.
Digital transformation has been so rapid that every generation has had to learn and adopt new technologies. These range from the introduction of computers, to the move from fax to email, to the shift to digital-led hybrid working with the help of modern workplace management solutions like Nura Space.
Most Traditionalists have now left the workforce, with the youngest in their late 70’s. However, as people retire later in life, it’s becoming more common to see Traditionalists still working, though there’s only 2% still active in the workforce.
Traditionalists have seen the most change at work of any generation. Even so, they can be unfairly seen as old-fashioned, rigid and unwilling to change. When working with Traditionalists, it’s important to emphasise stability and to acknowledge their long-term contribution to the company.
Baby Boomers are competitive, focused and goal-oriented in the workplace. Many in this generation have started to retire, or are making serious plans to, with 25% still in the workforce.
This generation began work during a time of significant technological and political change. It has been said to have slightly rebellious qualities towards authority. Baby Boomers thrive in mentor-style roles and when given specific goals and deadlines, without being over-managed themselves.
There can be tension between Baby Boomers and younger generations. Boomers see hard work and sacrifice as key to career success. They can sometimes see Millennials' and Gen Z’s focus on self-development and work-life balance as selfish and lazy, and so undeserving of career progression.
We have Generation X to thank for the push towards work-life balance. Gen X were the first champions of diversity in the workplace. They put their personal and professional interests ahead of the company’s, and formed a new way of working that valued efficiency and balance most highly.
With 33% of Gen X still in the workforce, their influence is still being felt. Only 21.4% of Gen X workers wanted to continue working fully remotely as we emerge from the depths of the pandemic. Even so, many are hearing the siren song of hybrid working and the work-life balance benefits it provides.
Generation X workers value:
Millennials are the largest segment of the current workforce at 35%, and growing rapidly. By 2025, 75% of the global workforce is expected to be Millennials.
At work, Millennials are known for their willingness to change. They stay at companies for shorter periods, averaging just 2 years and 9 months before seeking new opportunities. This could potentially kill the concept of long service leave.
Despite this, 82% of Millennials indicated that they felt a stronger sense of loyalty to companies that offered remote working options.
Millennials are also motivated by:
Millennials appreciate employers that get to know them personally, acknowledge the results of their work and offer flexible work arrangements.
Millennials grew up during the shift between technologies: from VCR to DVD to streaming services, from landlines to mobile-first, and from dial-up internet to NBN. As a result, they take technological change in their stride, and can quickly learn and lead the adoption of workplace technologies.
With their youngest being just 7 years old, it’s no surprise Gen Z make up only 5% of current workers. However, as they age into the workforce, that number is expected to skyrocket to 27% of the workforce by 2025, trailing only Millennials in size.
Gen Z self-identify as digital natives, having grown up living and breathing technology. They value independence and individuality at work. They prefer to work under Millennial managers in innovative environments with new technologies.
You won’t see a Gen Z asking for a document to be printed so they can annotate or sign it. This generation is digital first, always.
84% of Gen Z expect workplaces to provide ongoing training and opportunities to upskill. They thrive when balancing multiple projects at a time, particularly when they can be independent and are trusted to self-direct.
Important factors for working with Gen Z include:
The workforce is getting younger, with Traditionalists and Baby Boomers slowly stepping back from work. So it’s key that companies embrace emerging technologies to help manage the hybrid working environment that younger generations want.
Technology such as desk booking, meeting room booking, wellness and behavioural analytics will help manage a hybrid workforce. It is also important for retaining and engaging younger staff. With Nura Space’s unified working platform, staff can stay connected and aware.
With 40% of Gen Z wanting to interact with their boss several times a day, while still wanting independence, a desk hotelling system with a live map can help. It gives younger workers easy access to their boss, without being micromanaged or having them over their shoulder.
For older generations, a solid work management platform will help with the transition between home and office. Many Baby Boomer and Gen X workers don’t want to work remotely full time, but still enjoy the benefits of a flexible workplace model.
For them, easy-to-use technology that supports a smooth move to hybrid working and a part-time return to the office is key. It helps maintain employee engagement and positivity about the office.
Look at any news cycle and you’ll see generations being pitted against each other. From “OK Boomer” to “kids these days”, the world loves to talk about how every generation hates the others.
There can be some gaps in preferred communication and professional expectations. But the challenges of a multigenerational workforce are far outweighed by the benefits of such a wide range of life experience and viewpoints.
Each generation has its own communication preferences and views on the ideal workplace. Even so, having the right technology available will help them work together effectively.
Every generation in the workforce today has faced rapid technological change, and can adapt quickly to new tech. This was proven by the uptake of video technology such as Zoom at the start of the pandemic. Everyone had to pivot and adjust to new technologies to keep working.
Now, as workforces return to the office in a hybrid capacity, technology that helps teams feel connected is crucially important.
Working platforms like Nura Space can help multigenerational teams work effectively and stay connected. Easy-to-use technology helps teams locate each other, collaborate effectively and keep an overview of activity and movement in the office. This helps hybrid teams feel connected.
Smart analytics provided by Nura Space, based on your own workplace data, can help managers ensure their workplace is working for their team, no matter what generation they’re from.
Despite the differences between the generations, at the end of the day every employee wants the same thing. They want to be engaged with their work, to feel valued as part of their team, and to feel properly equipped to do their job to the best of their ability.
Treat every member of your team as an individual, rather than as a stereotype of their generation. Provide technology that best supports their working environment. Do this, and your multigenerational team will thrive.
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