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 a workforce made up of employees from different generations, providing 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, with each generation bringing their own expectations, communication styles, and perspectives to the table. Providing your employees with the tools and strategies to understand each other and work together effectively will help navigate any issues that may arise, whilst helping harness their respective strengths.
This is the first time in history that there are five generations currently active in the workplace, which presents a unique challenge for management teams. When the first Traditionalists first entered the workforce, it would still be a few years before the first computers were seen in offices, however, Gen Z, who are currently in the first steps of their career, have never known offices without them. Digital transformation has been so rapid that every generation has had to learn and adopt advancing technologies, from the introduction of computers, to the transition from fax to email, to a transition to digital led hybrid working, with the assistance of modern workplace management solutions like Nura Space.
Most of the Traditionalists have now left the workforce, with their youngest being in their late 70’s. However, as people choose to retire later and later in life, it’s becoming more frequent to see Traditionalists still working, though there’s only 2% still active in the workforce. Traditionalists have seen the most amount of change of all generations when it comes to work, although they can still be unfairly perceived 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 when it comes to 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, and has been said to have slightly rebellious qualities towards authority. Baby Boomers thrive when placed in mentor-style roles, and when provided with specific goals and deadlines, without being over-managed themselves. There can be tension between Baby Boomers and the younger generations as Boomers view hard work and sacrifice as key to career success, and can sometimes see Millenial and Gen Z’s prioritisation of self-development and a work-life balance as selfish and lazy, and thus undeserving of career progression.
We have Generation X to thank for the push towards work-life balance. The first champions of diversity in the workplace, and of prioritising their personal-professional interests rather than the company’s interests, Gen X formed a new way of working where efficiency and balance were most highly valued. 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, but with many hearing the siren song of hybrid working and the work-life balance benefits it provides. Generation X workers value immediate feedback, flexible working arrangements, and opportunities for personal and professional development.
Millennials are the largest segment of the current workforce, with 35% and growing rapidly, with 75% of the global workforce expected to be Millennials by 2025. Millennials are characterised at work by their willingness to change, which will potentially kill the concept of long service leave due to them staying at companies for shorter amounts of time, averaging just 2 years and 9 months before seeking new opportunities. 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 the quality of their manager, the opportunity to do unique or creative work, and being trusted with responsibility. Millennials appreciate employers that get to know them personally, acknowledge the results of their work, and flexible work arrangements. Having grown up in the transition between technologies, such as from VCR to DVD to streaming services, and from landlines to mobile-first, and from dial up internet to NBN, Millennials take technological change in their stride, and can quickly learn and lead adoption of workplace technologies.
With their youngest being just 7 years old, it’s no surprise Gen Z currently don’t make up a huge percentage of current workers, with just 5%. However, as they age into the workforce, that number is expected to skyrocket to 27% of the workforce by 2025, trailing only Millennials in terms of volume. Gen Z self-identify as digital natives, having grown up living and breathing technology. They value their independence and individuality in the workplace, and prefer to work under Millennial managers in innovating environments with new technologies. You won’t see a Gen Z requesting a document be printed for them to annotate or sign; this generation is digital first, always. 84% of Gen Z expect workplaces to provide ongoing training and opportunities to upskill, and they thrive when balancing multiple projects at a time, particularly when they can be independent and are being trusted to self-direct. Providing formal training, flexibility, and encouraging a healthy work-life balance are important factors for working Gen Z’s.
As the majority of the workforce becomes younger, with Traditionalist and Baby Boomers slowly stepping back from work, it’s key that companies embrace emerging technologies to help manage the hybrid working environment that is so in demand with younger generations.
Technology such as desk booking, meeting room booking, wellness, and behavioural analytics will not only help manage a hybrid workforce, but are important to 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, but still wanting to be independent and avoid being micromanaged, a desk hotelling system with a live map can support younger workers in having easy access to their boss, without having them over their shoulder.
For older generations, a solid work management platform will help with the transition between home and office. With many Baby Boomer and Gen X workers not wanting to work remotely full time, but still enjoying the benefits of a flexible workplace model, providing easy to use technology that aids in a seamless transition to hybrid working and returning part-time to the office is key to maintaining employee engagement and positivity about the office.
Look at any news cycle and you’ll see discussions about generations being pit against each other. From “OK Boomer” to “kids these days”, the world loves to talk about how every generation hates the others. Whilst there can definitely be some gaps in preferred communication and professional expectations, the challenges of a multigenerational workforce are far outweighed by the benefits of having such a wide scope of life experience and viewpoints.
Despite each generation's communication preferences and views on the ideal workplace, having the right technology available will help them work together effectively. Every generation currently in the workforce 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 beginning of the pandemic, where everyone had to pivot and adjust to new technologies in order to continue their work. Now, as workforces return to the office in a hybrid working capacity, new technologies to help teams feel connected is crucially important.
Working platforms like Nura Space can help multigenerational teams work effectively and stay connected. By providing easy to use technology to help teams locate each other, collaborate effectively, and maintain an overview of activity and movement in the office will help hybrid teams feel connected. Smart analytics provided by Nura Space based on your individual 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; to be engaged with their work, to feel valued as part of their team, and to feel appropriately equipped to do their job to the best of their ability. By remembering to treat every member of your team as an individual, rather than as a stereotype of their generation, and by providing technology to best support their working environment, your multigenerational team will thrive.
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