Learning Across Generations
A client recently expressed her frustration with changing workplace dynamics. Her directors, a largely Gen Z population, requested more time with her. In response, she set up quarterly in-person lunches. A few days prior to the first lunch, she received several emails from the employees asking if they could “Zoom in.”
She called me, exasperated. “They asked to spend time with me and now they want to do it virtually? It feels so disrespectful.” She wanted to cancel the lunch.
I persuaded her to keep the lunch. I shared with her that the disrespect she was feeling stemmed from generational differences. She had seen the request for more time with her as a desire for more face-to-face interactions; her Gen Z directors defined “time together” differently. The misunderstanding between leader and employee stemmed from their varying beliefs on how culture and relationships can be built.
Times are changing, and employee expectations are shifting. This means companies need to be even more agile and adaptable than ever.
When I started working over 20 years ago, it was not uncommon for employees to view one company as a major part of their career journey. Today, employees look at companies for career experiences that will typically last less than five years, before moving on to their next adventure. Understanding this trend is critical as companies look to develop successful workforce and succession planning initiatives. It can also be essential in designing HR programs and philosophies around work, compensation, and other benefits.
Flexibility and adaptability go both ways. Employees need to recognize that every request we make to an organization might not be met exactly as we want it. And on the flip side, for managers, it’s not unreasonable to ask employees to come into the office for a face-to-face meeting or hold conversations over the phone instead of text, but it’s also good to recognize that every meeting does not require face-to-face engagement.
Setting some clear guidelines upfront as a team can help avoid missteps, performance concerns, and feelings of disrespect. Let’s take a look at some of the issues that have come up with clients and my suggestions on how to address them.
“This new generation of employees expects us to make exceptions for them on things like work arrangements, but we have a way of working that has worked!”
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Be clear on what your organization values are and communicate them in every part of your recruiting and onboarding process. But be open to those values or beliefs coming to life in different ways. This will help you hire people who align with what your company values, and they will then be more likely to stay.
“My employees are not sticking around like they used to. They come for a few years and then leave. Where is the loyalty?”
The economic and business landscapes are dynamic. This creates a cornucopia of diverse experiences for employees. And employees do not feel they receive the same sense of loyalty from their employers. Many have experienced layoffs in recent years, which has only fueled the desire to not get too connected to one place. Gen Y and Z have had access to the world through their phones and laptops and see a much larger employment playing field than generations before. Companies today have to define a response to those needs in order to stay competitive for talent.
“I can’t learn anything from the older generations. They are holding us back.”
Embrace diversity. We all know people who could stand to open their minds and learn from people with diverse perspectives. Challenge yourself and others to be open to those who come to the working world with different expectations and beliefs. Those who came before us paved the way for the multitude of options we have now. Be open to learning something new. One day, you will be the older generation. How would you want those new employees to experience you?
It’s important to understand the generational differences that exist in your organization and create ways to meet the needs of all your team members. This doesn’t mean you have to bend to every wish that comes your way. It does mean you have to be clear on what matters to your organization. It does mean you have to ensure there is a talent market for the organizational values you espouse. And it’s important to understand that each employee is not a stand-in for their entire generation. While we may have grown up in the same period, we come from different countries, families, cultures, personal beliefs—the list goes on. If you approach it with an open mind, understanding your workforce can be interesting and even fun. Learn about your peers, colleagues, or direct reports from the best source available: them!
