Last week, we discussed generational labels and the potential benefits and drawbacks of using them. With society being so focused on separating people into different generations and our drive to ensure multi-generational cohesion and unification, one place to begin is how the different generations can learn from each other and how that can help bridge the divides caused by things such as the media’s portrayal of the different groups. Whilst referencing the stereotypes these labels cause, we will analyse these within a business context and how businesses promoting learning between generations can help encourage a more productive and efficient workforce.

A broad place to start is communication. In a poll, we found that 63% of followers struggled to communicate with younger generations. A lot of this can be explained with the changing language but also how we communicate. Younger generations use social media, abbreviations and slang a lot more. A lot more communication is online rather than face-to-face and often there are shorter more frequent messages. Whilst we aim to break down stereotypes, particularly those about older generations and technology, it is important to also recognise that younger generations will have more experience communicating in this way. Following the pandemic and the move to a more online workplace, older generations can learn a lot from their younger counterparts on the most efficient way to articulate on the new platforms.

“massive gains for a business”

However, this also goes both ways. Older generations communicate mainly face-to-face, with longer chats. This often provides more context and understanding as more can be said and a point can be translated across. A mix of this method of communication and the younger generations, short bursts of information is the most efficient set-up for a business. The younger person’s short snippets of conversation can be useful for tasks that need to be done quickly or don’t require too much information. meanwhile, the longer discussions are useful for problem-solving and ensuring that everyone fully understands a task. Younger generations can learn to sit down and discuss everything relating to a topic so that all contexts can be passed along.

What else can the younger generation learn from their older coworkers? Generations such as “Traditionalists” and “Baby Boomers” are known to be goal-focused, resourceful and hard-working. They grew up in challenging times, with various wars and the Civil Rights Movement so had to be resilient. They know order and patterns and often have a set way of doing things. But they have also seen a lot of change in the world like the various technological advancements, making them better equipped for change. Younger generations can learn about dedication and perseverance.

On the other side, younger generations are filled with fresh ideas, can be considered to be more flexible and focus a lot of their attention on the digital world. With consumer behaviours changing, it means that their online presence can often help them understand the rise of new trends and customer wants and needs much quicker. While older generations have lived through things such as the Civil Rights Movement, younger generations are also perceived to be more determined for social action. Changing attitudes can play a massive part in this, so older generations can learn a lot about the new way society expresses itself.

Altogether, this leads to massive gains for a business. You have younger generations learning to organise their imaginations and learn perseverance and structure, but you also have older generations learning more about the current world and how they need to adapt so they don’t get left behind. This leads to a workforce that is up to date but also traditional. One that is socially conscious and also resilient in tough times. This can be a benefit to a company in both the way it operates and the way it is perceived.

Older generations also would have gained a lot of experience within their lives, both professionally and in terms of life. Their knowledge of the world in work can be a real comfort to their younger counterparts, especially if they are a fresh graduate and it’s their first proper career. We have previously discussed how difficult leaving university can be for young people, so having someone who knows the way can not only be for the younger person but also for the business. Having older generations help train the younger generations can help reduce the cost to the business and ensure that the training that graduates learn how the business works directly from people who work there and truly understand the core of the processes.

Younger generations who are out of university would have up-to-date knowledge about the new trends within the world of business and the different ways to work within them. They will know different methods that their older peers would not and bringing that information into the business, can keep the company working in the most modern way possible. This can stop the business from falling behind its competitors. Older generations can learn these new processes which they can’t learn inside the business, from their younger peers. The mix of older information about how the business works and the fresh new ideas coming in from outside the company will lead to a more innovative business that is better equipped to cope with challenges.

How can a business encourage workers to learn from each other? A place to start is to pair up any fresh graduates entering the business with older workers. This way, not only does it provide the younger person with support regarding their lack of experience, but it also encourages both age groups to talk to each other when they previously may have simply avoided each other. In other words, creating a mentorship program within the organisation.

In a broader sense, a business can create multi-generational groups to handle different tasks. Often, the quickest way to learn from people is through problem-solving as it is a very easy way to discover how someone thinks. Giving a group a task to work through, opens up discussion about different people’s strengths and weaknesses here. This will highlight the generational differences and allow everyone to learn from each other. Outside of a working context, when considering any programmes to boost motivation or team-building activities, it is simple to include a multi-generational aspect. Again, creating multi-generational groups will force workers to step out of their comfort zone where they may stick with their friends or people of a similar age to them. Many of these activities prompt people to work together and maybe in a more light-hearted setting compared to the workplace.

Another thing a business can do is construct clear communication guidelines. This would define expectations regarding communication channels such as what method of communication would suit different scenarios. This can be useful to get everyone on the same page of communication and reduce misunderstandings. If we all communicate the same way, then the differences won’t exist, and it will make it much easier for the different generations to learn from each other. It would also be a form of learning in itself as the different generations would have to learn a different way to communicate no matter what. However, not only would this eradicate the differences which make multi-generational workforces so potent in their potential, but it would also mean that the generations would not be learning from each other. Instead, they would be learning for the sake of each other. This most likely won’t help reduce conflict between the generations as workers may feel like they are being told what to do for the sake of the other generation, thus not being able to express themselves the way they want to.

Underlying all of this, the most important thing a business can do is to create a culture of respect and understanding. Make sure that workers understand that there will be differences and instead of creating conflict about it, encourage open-mindedness and a culture of a willingness to learn about what makes different generations different. Many businesses may have something similar in place for other characteristics such as race and ethnicity, so why can’t it exist for age too? Workshops and training sessions can play a key part in this and will help employees gain a deeper understanding of one another’s perspectives.

To conclude, the generations have a lot to learn from each other. Older generations can learn more about the modern world and shorter communication chains. Younger generations can gain copious amounts of experience and learn how to communicate with more context and a deeper understanding. Businesses need to urge and enhance this learning to get the maximum potential from their multi-generational workforce. So many of the gains come from communication between generations and utilising all of their different strengths – these can’t be realised unless other generations bring it out within them. So, what else can be done to encourage learning between generations? What other benefits are there to allowing older and younger generations to teach each other?

 

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]