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Six Generations Have Entered the Workforce

Six Generations Have Entered the Workforce

COHESION MATTERS MORE THAN EVER!

This year marks a historic milestone... For the first time ever, six generations share the workplace. Elder Generation Alphas, born in 2010, turn 15 this year and are joining the workforce as interns and entry-level employees.

Business leaders and HR professionals face the challenge of ensuring all generations feel like they belong in today's workplace.

I recently saw a clip here on LinkedIn of Johnny C. Taylor, Jr. on the Today Show. He outlined what managers can expect from these different generations in the office:

Gen Z & Millennials:

  • Technology centered roles
  • More collaborative

Gen X & Baby Boomers:

  • Strategic thinking
  • Prefer structure

In his example, a 17 year old employee was sitting in the break room scrolling social media while 25 year old employees bonded over Chipotle bowls, and the 50 year old executives sat at a table far away, immersed in their discussions.

This example highlights the divides that naturally occur among different generations in the workplace. But how are Generation Alphas supposed to bond with and learn from their older colleagues when they don't just seem to be from different generations but from entirely different planets?

The Multi-Generational Opportunity

No matter the generation, all employees share the need for belonging, value, and mutual commitments to create safe, inclusive workspaces. Today’s workplace can support a sense of belonging and inclusion when cohesion is infused into the culture.

Cohesion is a causal phenomenon that creates safe workspaces where people feel a sense of belonging, are valued through meaningful work, and share in mutual commitments by being needed and trusted. However, implementing these elements requires understanding how each generation interprets and responds to them.

For example:

  • Belonging: A Gen Z employee might feel included when a Baby Boomer asks them for tips on using social media more effectively. Conversely, that Baby Boomer could feel included when the Gen Z employee acknowledges their mentorship and wisdom in the workplace.
  • Value: A Baby Boomer may prefer recognition through a raise or title change, while a Gen Z employee might appreciate flexible work-from-home arrangements.
  • Mutual Commitment: Building trust might look different for each generation. For instance, Generation Alpha might value being trusted to experiment with new technology, while Gen X may value being included in strategic decision-making processes.

In this newsletter, I would like to highlight some excellent comments I read on Johnny's original post. Like this comment from Barbara Morton, Human Resources Generalist, where she highlighted that inclusivity begins with active listening:

“One way to actively create an inclusive environment is by celebrating diversity and acknowledging the unique backgrounds and identities of all individuals. It is also important to actively listen to individuals and foster open communication, allowing everyone to feel heard and valued. Engaging with everyone, regardless of their background, and implementing practices that recognize and value each person's unique contributions can also promote a sense of belonging and inclusivity. By actively working towards these goals, we can ensure that everyone feels seen, heard, and supported within our environment.”

Here are some of the challenges that come with a multi-generational workforce and solutions organizations should take:

  1. Autonomy and Psychological Safety: As Suzette Henry-Campbell, Ph.D. commented on the original post: "The multigenerational organization sits in a structure that has centered a particular set of behaviors that are rigid and unyielding. In crafting the new arena, invite your ppl to share how their tomorrow would look different than today if they were granted a wish or two. From the responses you may be able to find desirable opportunities to improve the work environment. Keep building on the behaviors through consistent feedback." To do this employees of all ages, but especially those young employees already fearful of speaking up, have to be assured their jobs are secure even if they give constructive criticism to culture leaders in the organization.
  2. Balancing Structure and Flexibility: Sabrina G. offered insight from her “squishy middle” perspective: “I like structure with open communication and collaboration. Don’t boss me around and keep me in the dark!” Balancing these needs is essential to meet the expectations of employees across generations.
  3. Digital Natives vs. Traditionalists: Generation Alpha and Gen Z are digital natives who prefer collaborative work and flexible structures. This contrasts with older generations who value established hierarchies and clearly defined roles. Bridging this gap requires empathy, adaptability, and mutual respect.

Actionable Steps for HR and Leaders

  • Celebrate Diversity: Acknowledge and celebrate generational differences. Recognize unique contributions and foster mutual understanding. Each one of these generations brings something different to the table. If your team is lucky enough to have a member from all six generations, take advantage of the wealth of knowledge and wisdom.
  • Encourage Cross-Generational Mentorship: Pair employees from different generations to exchange knowledge and perspectives. This fosters collaboration and breaks down stereotypes. A Gen Alpha intern could teach a Baby Boomer how to use a trending app, while the Boomer imparts strategic thinking skills.
  • Focus on Feedback: Create a culture of consistent feedback and communication. Ensure that employees at every level feel heard and valued. Create structured but informal feedback loops, like team huddles or coffee chats, that encourage collaboration.
  • Promote Cohesion Culture™: Build a workplace where employees have a sense of belonging, are trusted, and feel their work is meaningful.

Six generations in the workplace is an unprecedented opportunity to innovate and grow. By fostering cohesion and inclusivity, organizations can thrive in a multigenerational world. Take this opportunity to create an organizational culture where everyone, from the 17-year-old intern to the 50-year-old executive, feels valued.

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