The average attention span of Generation Z is eight seconds. Millennials are America’s largest demographic in the workplace. Almost one quarter of all of Generation X have been with the same employer for fifteen years or longer.
Perhaps more than ever, the differences between generations in the workplace is becoming more and more apparent. Rather than approaching this from a place of frustration, it can be viewed as a strength and an opportunity to embrace different points of voice and approaches to work.
Our recent Moore North America Virtual Conference featured Dr. Eliza Filby, generations expert and historian of contemporary values, who addressed this very topic. Dr. Filby shared how the new generation of workers think and how the different generations are operating within the company and consumer sphere. Here are five key takeaways from that session, as well as a discussion question to bring back to your firm!
- Do not associate age with stage in life!
A three stage life has been the norm for quite some time: complete education, period of sustained work, retirement. However, that has recently been abandoned in favor of a multi-stage journey that may require some adjustments within the workforce.
“Millennials and Gen Z-ers are going to be most exposed to the AI revolution in the workplace and indeed have more opportunities for learning throughout their career. So, therefore, they are not going to shut down their learning at age 21.” – Dr. Eliza Filby
With education not being “shut down” at a certain age, constant learning is a necessity. The desire to learn new skills, cross into a new specialty, and remain engaged are staples of this new journey, and they don’t just apply to the “young.” As life expectancy increases, the concept of “retirement” becomes more antiquated, and the drive to seek new opportunities expands far beyond that traditional cut off age.
So don’t associate age with seniority, and be sure to allow individuals to shift horizontally across the organization. Education is an investment in loyalty, and when given an opportunity to remain engaged and relevant in their field, employees stick around!
- COVID affects us all in different ways.
The Coronavirus is an age discriminate disease. Its effect can be felt across all generations, but the impact may look different to those at different stages in their life.
- Generation Z is the COVID generation. Their education is being disrupted and they tend to hold the jobs that have been impacted the most with lockdowns and shifts in protocol.
- Millennials have had to reassess their priorities. They may be in lockdown with young families and/or shifting to a virtual work setting and are thinking about their career and their home life (especially their living circumstances) in the long term.
- Generation X is dealing with dual responsibilities. They may be caring for aging parents, as well as young children, and have the potential to be the most stressed due to their circumstances.
- Baby Boomers are the most vulnerable to virus, and may be seeing a reversal in their relationships with their kids.
All this to say that everyone is adjusting as best they can. An understanding of, and empathy for, the different situations we find ourselves in will help make the transition that much more cohesive.
- Acknowledge the legacy of COVID-19 in the workplace.
As stated above, we are all dealing with COVID as best we can. Some are thriving and some are surviving, but COVID has accelerated many workplace trends that are here to stay.
Communications have shifted dramatically from phone/in person to video, and not everyone is comfortable with that. For example, Millennials are used to working in front of a camera, while older generations may feel self-conscious and find it difficult to communicate, but both may find it equally as draining.
The concept of building and nurturing relationships was once as easy as a firm-sponsored happy hour, but now it’s a challenge for companies to not only make new connections, but sustain the ones already in place.
All of these changes are leading employees to reassess loyalty to their firms and their careers. Do they have stability? Do they have the flexibility they need? Are the hours reasonable? Are they being fairly compensated?
Now is the time for a shift in how things are done, because it will happen with or without you!
- Listen to understand.
"Social media culture has given us all a sense that our views are really important. We have a right to be heard. Everyone has a voice, everyone has a profile. What we have actually become really bad at, as a society, is listening." – Dr. Eliza Filby
There is a generational gap in how we speak and how we listen, and that is rooted in misunderstanding. The workplace has evolved and the “way things are done” has changed so dramatically in the past several decades that someone’s history can be the missing piece to perception.
Learning people’s stories provides a sense of empathy that will help bridge the generational gap, but we need to be sure to take those conversations beyond Twitter and Facebook and get back to basics.
- Guide values from the top, and lead with empathy.
Generation Z is bringing cultural activism to work, and with four generations working alongside one another, that can bring a clash of values along with it.
Finding ways to embrace diversity and inclusion starts at the top with your company values. Your firm should be finding ways to define your narrative, share your values and gain employee support. An overarching sense of belonging is key, and will stretch across all generations.
You also need to keep in mind that diversity and inclusion will look very different to someone in their 60’s and someone in their 20’s. Be sure to encourage listening, empathy and a culture of respect as you allow voices across the generations to be heard.
As we reflect on these key areas of generational diversity in the workplace, as resented by Dr. Eliza Filby, we ask you to bring back this discussion question to your firm:
What practical steps can be taken (i.e. policies, initiatives) to bridge these generational gaps in your company and maximize outputs?
Dr. Eliza Filby
eliza@elizafilby.com
https://www.elizafilby.com/
Twitter: @ElizaFilby
Instagram: @dr_eliza_filby
LinkedIn