In November, we released an editorial which focused on cross-generational learning and how different generations can benefit from listening to each other and sharing their different skills. Following this editorial, we released a poll asking what the biggest benefit of this form of learning was – the majority response was the passing down of experience from older generations to younger generations.

In contrast, the “passing up” of knowledge from younger to older did not receive any votes. But why is this? There is almost an unspoken rule that young people should listen to those older than them for wisdom and experience but why does the reverse not exist? The line that those older “know best” is something that probably is something we have all heard once in our lives but how much truth is there to it? Do we in our youth really have nothing to offer in terms of teaching or are we as a society not giving enough credit and are simply not aware of what young people can help us learn?

In previous editorials, we have focused on the benefits of young people and their skills and knowledge of the modern world. So, it is likely not the former, young people have plenty to offer. Therefore, this implies that we simply just aren’t giving them enough credit.

A part of it may be the media portrayal of younger generations. The media likes to paint stereotypical depictions of different generations and focus on faults. In the case of younger generations, social media often plays a huge part in this, and the general misunderstanding of trends and language used often paints younger generations as “lazy” or “unmotivated”. This means that older generations may see these headlines and write young people off as those who don’t know anything or struggle to make an effort in the workplace. This might also cause them to begin sharing their experience in the first place, perhaps an instinct to mentor and try and encourage these young people to work hard when really, they may not need to. Young people are motivated and often have a lot of big ideas, particularly in the rising world of social responsibility and technology. Whilst learning from experience would be incredibly valuable to their personal growth and development, it shouldn’t be in the form of “mother-henning”.

Young people themselves may also be a part of their problem. It is easy to believe stereotypes at any age. The stereotypes around mature workers are that they are “burdens” and struggle to keep up with their younger counterparts. Therefore, younger people may not even share the knowledge they have and help the process of cross-generational learning, simply because they believe that their older peers would not understand or be able to follow their thinking. This pushes the stereotypes more and creates a divide between generations – younger people believing that older workers are “too slow” and older generations perhaps thinking that those younger than them are “too arrogant”. In reality, nothing is stopping an older person from learning from someone younger than them, they just need the opportunity to do so. If the opportunity isn’t being given to them then they can’t show their capabilities and the problem persists.

Another factor may be from the older generations. A quick google search brings up several articles which state that older generations reject learning new things – something we have disproved in a previous editorial. Research has shown that older people choose to learn for the benefit of others rather than themselves. Much of what younger generations could teach older generations are personal skills and understanding. However, a big benefit of young people is their understanding of social responsibility – unarguably something that benefits everyone. It would be easy to break into the argument of increased social awareness and the impact age may have on the perception of the new world of equality, however, that would not answer our question. Something to consider may be stubbornness or a feeling of inadequacy.

Most of us probably have experienced a stubborn older family member or colleague, someone who believes they know best because of their experience – meaning that one of the biggest benefits of an older person also may be their biggest shortfall. When you have experience in something, it’s easy not to want to change the way you do it as that’s the way it works. It can take a lot to take a step back and reevaluate it through someone else’s eyes, particularly someone with less experience or younger than us. The potential of feeling inadequate compared to a younger person can be a real deal breaker – especially with the ever-looming threat of being replaced by them. This would diminish the experience an older person has in their eyes and maybe make them feel outdated when their knowledge is still valuable and relevant, just requiring a bit of a revamp.

“It is easy to believe stereotypes at any age”

But why else is it so important to learn from younger generations? There’s no question that the UK has an ageing population, as does much of the developing world. This means it’s important to learn from younger generations whilst we still can. Also, as we discussed in our globalisation editorial, there is an increase in immigration with more young people joining the population (naturally combatting falling birth rates in developing countries). Alongside all the knowledge young people have, these migrants will also bring different cultures and attitudes which can also be learnt from. This will help diversify the workforce even more and help create a more open-minded workplace. This could help increase motivation as it wouldn’t be people who are all similar and there would be more opportunities for varied conversations. Overall, this is further proof that older generations have a lot to learn from those younger than them.

To conclude, the perception of why we believe that old people have less to learn from young people depends on a variety of factors with stereotypes (as always) playing a huge factor. Both sides hold beliefs on the attitudes of the other which limits the willingness to have true cross-generational learning rather than just mentorship from the older generations. All of this isn’t to say that what younger generations can learn from their older colleagues isn’t important – simply that there needs to be more awareness of the teachings of young people. At the Age Diversity Forum, we push for multi-generational equality, and this includes both ends of the age spectrum as well as those in the middle.  What other reasons could cause the over-looking of younger generations? How else can we bring awareness of what we can learn from them?

 

Sonya Knight | ADF Comms Team

Read our previous editorial here

To respond and/or for more information, please contact the ADF Comms Team at: [email protected]