Podcast

“Younger generations bring in the ‘how’ where the older ones bring in the ‘what’”

In this episode, Sajit T.C. states, each generation brings a unique set of skills, values, and perspectives in the workplace.

He gives examples of TATA and Birla Groups where a major part of workforce population consists of older generations, and they are the key drivers behind the company’s substantial success.

He also stresses, if younger people can be good with technology and efficiency, experienced ones know what to do, where to target the focus, and when to hold back, as they have seen market dynamics going rash to favorable and vice versa.

No Prep. Just Perspective.

• Boomers, millennials, or Gen Zs; who is harder to retain right now?
  Gen Zs
• One myth about the GenZ at work.
  That they are not interested in work.
• One thing older generation get right that younger generations could learn from.
  Being patient. To hold on for a little longer.
• Most undervalued skills across generations.
  Trust.
• Flexible hours or meaningful work; what wins in the talent war?
  After 2030, it will be ‘Work at convenience.’
• One workplace tool or tech that has totally different meanings for two generations.
  Company given communication handset.
• If you had to create one ritual that connects all generations.
  Being appreciative vocally.
• What’s your one-line philosophy on age-diverse teams?
  “May be, the other person is right.”

Food for Thought: How Can Four Generations Thrive in Today’s Workplace?

What are the unique challenges for CHROs in a multigenerational workforce

With age-diverse teams in the workplace, CHROs majorly face issues like:

• Indecisiveness on AI use- younger generations may find AI-powered tools as a workplace necessity where older generations can resist the change and get comfortable with old platforms and manual working style.
• Difference of opinions on working style- older generations may prefer to work from office for better focus, whereas newer generations demand work from anywhere.
• Initiatives- younger workforce can indulge in experimentation and trial-learn working style which can make older generations uncomfortable as they are strategic and plan-oriented, even if it takes time.

What is the impact of generational differences at work on team performance and retention?

Generational differences at work, if not addressed properly can lead to huge impact on team performance and retention, like:

• Unresolved conflicts can lead to people walking out and switching to other workplaces.
• Communication issues often cause team members to avoid one another, leading to less cross-generational collaboration and low productivity
• Lack of genuine connections can cause isolation and low employee performance in long-term
• The overall culture can become toxic over time, severely impacting the branding of the organization.

What CHRO leadership strategies can I apply to promote cross-generational collaboration?

As an HR, you can come up with smart policies and guidelines that recognizes each generation and make them seen, for example:

• Monthly reverse mentoring- you can encourage older generations to learn technology and new concepts from Gen Z, every month to keep them updated.
• Team-building activities- exercises like handling a new project, leading an important meeting, or brainstorming on a new initiative can work wonders to bring harmony.
• Knowledge transferring sessions- older generations like Boomers, Gen X, and millennials can share their experiences, key learnings, and stories from their vast career to connect at intellectual levels.

How workplace values differ among generations and how to ensure cross-generational collaboration?

Each generation carries unique and individual values that they expect from a workplace:

• People born between 1946 to 1964 expect recognition in the workplace for their years of service.
• Those born between 1965-1980 seek growth and pay scale that satisfies their individual needs and mid-career lifestyles like children’s education, new house, and retirement planning.
• People with their birth year falling between 1981 to 1996 are known as millennials. They are seeking purpose in their work, a culture that suites their mental health, and growth opportunities that resonate with their long-term goals.
• The youngest in the workplace, Gen Z is born between 1997 and 2012 and prioritizes flexibility, fast-paced culture, and meaningful work.

HR leaders today should ensure that their workplaces provide environment, resources, and policies that make every employee valuable, recognized, and included.