Organisations face fierce competition in recruitment, yet there is a noticeable inclination towards hiring younger individuals, often overlooking senior workers. Despite efforts by politicians to encourage older employees to remain active in the workforce, a bias towards youth remains prevalent.
Today's workplace comprises five distinct generations: the Silents (born mid-forties or earlier), the Boomers (born mid-forties to mid-sixties), Generation X (born mid-sixties to mid-seventies), Millennials/Gen Y (born early eighties to early nineties), and Generation Z (born early nineties to around 2012) the newest and youngest cohort in the workplace.
How can we better leverage the diversity of these generational groups in the workplace? What valuable insights can each generation gain from one another, and how can we foster their collaboration and knowledge-sharing?
There exist numerous generational biases. A few years ago, we initiated a mentoring programme as part of the graduate scheme at a major bank. Thirty-five mentees, recent graduates with master’s degrees, joined the programme and were paired with experienced senior mentors. The programme aimed to support mentees in settling in for better retention and performance, provide them with additional learning opportunities, and promote the bank’s values.
An interesting challenge arose during the programme: many mentees, all possessing master’s degrees, initially did not fully appreciate or respect their mentors. This was due to the mentors lacking academic degrees having instead risen through the ranks from banking apprenticeships to their current positions. This unexpected issue required us to make an extra effort to help mentees recognize the value of learning from senior mentors. What mentees came to understand was, that mentors could facilitate access to the valuable networks, provide insight into the organization's unwritten norms, share knowledge about which crucial skills to develop for future career progression, help identify different career paths, and help enhance the mentee’s visibility within the organisation.
Senior employees demonstrated a keen awareness of the potential learning opportunities offered by the mentoring programme. They were particularly interested in understanding the motivation and drive of younger generations, gaining insights into what the mentees had learned during their graduate studies, hearing about their experiences through various rotations within the organisation, and understanding their perspectives on different parts of the company. Additionally, they expressed a desire to enhance their leadership skills in relation to younger generations.
So, what can different generations learn from each other?
Addressing Biases and Promoting Understanding
By cultivating open and candid dialogues about age perceptions and generational differences, individuals across different age groups can develop a deeper appreciation for each other's unique perspectives and contributions in the workplace.
Embracing Innovation while Honouring Tradition
There is a common assumption that older generations are more resistant to change and less inclined to embrace new ideas brought forth by younger generations. However, fostering the right environment and providing encouragement can facilitate mutual appreciation between younger and older generations, enabling them to support each other in navigating ongoing changes.
Promoting Diversity and Inclusion
Diversity and inclusion are significant priorities for many younger generations, yet older generations may face challenges in understanding and engaging with these concepts, including the development of inclusive language and the avoidance of microaggressions. Establishing a psychologically safe environment where generations can openly share their uncertainties, experiences, and values can significantly enhance efforts to promote diversity and inclusion within the workplace.
Mentoring is a highly effective tool for fostering a supportive environment for generational learning and interaction, bridging divides between age groups, enhancing mutual understanding, and strengthening organisational cohesion and performance.
