5 different generations in the workplace

And how your organization can benefit most from it.

Gen Z is lazy. And boomers can't do much more than open their email when it comes to technology. Well, there are quite a few (pre)judgments about the different generations in the workplace. Prejudices that
Certainly not always true, but certainly not always utilized. Because there's much to be gained if we see differences as advantages, join forces, and bridge the generation gap. Sounds good, right? But how?

It's nothing new: a new generation always sets itself apart from the previous one. That is now, on the
workplace, no different. Admittedly, the mix consists of more different generations than ever before.
before. We simply work longer now. But all those different generations on the
Workplaces also produce beautiful things. At least, if you are open to it... But let's
Don't get ahead of ourselves! Let's first look at which generations we're talking about.
.

There are 5 generations in the workplace

Although some distributions say there are 4. And there's also some debate about the exact years. For clarity, we'll use the classification of generational expert Aart Bontekoning. Of course, you can't generalize about everyone from one generation. But there's certainly something to be said about the
To say the differences. The table below provides a brief overview of the different generations and their strengths and weaknesses.

Generational differences sometimes lead to disagreements in the workplace. Does one employee consider a crop top over trousers a stylish work outfit? And does that person prefer an email to a phone call? Chances are they'll clash with colleagues from a slightly older generation. They simply don't like that little bit of belly. And they started their first jobs before "phone anxiety" became a common occurrence in the workplace.

Different generations have different opinions

After corona, another discussion arose. Because suddenly working from home became a major topic. Boomers and Gen X find it important to get together. They find it a lot easier to work that way. And of course, they simply like to keep up old habits. Millennials and Gen Z have different ideas about this. They prefer to work from home more often. Then you have the freedom to use your travel time to do your laundry at the start of the day. And to be at the gym on time at the end of the day. What this example nicely shows is that one generation is not more right than the other. But what do you do with this as an organization? The most productive way is to accommodate each other and join forces of the different generations in the workplace.

Now, see the differences as an advantage

Because yes, in general, Boomers, Generation X and Pragmatists are more into hard work. And a clear hierarchy. (In general, right?) But they are also walking Wikipedia pages about the organization. They have knowledge they are more than happy to share. And yes, the younger generations Y and Z are more into freedom and purpose. But they also bring a lot of innovation and energy to an organization. The combination of these generations creates a powerful team.

It is therefore not surprising that 86% of employees worldwide prefer to work in a multi-generational team. This is evident from the Randstad Work MonitorBecause if you can connect different generations in the workplace, it leads to more creativity. And ultimately, faster progress. And probably more interesting conversations at the lunch table. A nice bonus. 

Huib Koeleman, specialist in change communication, puts it aptly in the COMPOD episode Internal communication – from AI to GenZ"Gen Z wants information that's shorter, more visual, more engaging, and more interactive. But if we implement this, everyone will ultimately be happier." And everyone wants that, right? The only question then is: how?

Three tips for smooth cooperation between the different generations

1. Ensure the right working environment
   Exploring generational differences is quite daunting. Employees suddenly have to examine their own beliefs and biases. They might discover blind spots, or realize that their work habits might be a bit outdated. To achieve this, you want to create an environment where the different generations feel comfortable engaging in conversation.
   
   A few ideas to achieve this: for example, have different generations collaborate on a project or task. Or pair a younger and older employee together, perhaps in the form of a mentor-buddy program. Organize team-building activities. Or brainstorm sessions where everyone can share their ideas, experiences, and thoughts. But the most important thing in all these activities? Ensure there's room for experimentation. Making mistakes is okay. As long as we openly share with each other afterward what works and what doesn't.
   
   
2. Start a conversation and make agreements
   That conversation focuses on what someone needs to do their job. It doesn't have to be a difficult conversation. In fact, it can be a lot of fun! "How do we want to work together? What expectations should we have of each other? How do we handle hierarchy? How diverse and inclusive do we want to be? And to what extent do we expect people to answer their phones in their free time?" Huib helps get the conversation started.
   
   Take the time to actively challenge the prevailing assumptions in that conversation. Is that colleague truly always negative about innovation? Or do they simply see realistic obstacles in the way? Or is there perhaps some uncertainty at play? Asking the right questions will go a long way. And by putting the answers in writing, you immediately make the agreements concrete.
   
   
3. Start chunking: 1 team, 1 task
   Upchunking is a technique from Neuro-Linguistic Programming (NLP). It helps you see the bigger picture together. Just think: are we really that different from each other? Ideally, as a team, you have one goal in mind. You want the organization to thrive. And that might be: attracting as many customers as possible. Or creating the most efficient process possible. Or perhaps maximizing employee satisfaction.
   
   In times of disagreement, it's especially important to clarify that shared goal. You can achieve this by upchunking. For example, by asking questions like: What do we want to achieve with this? What is this an example of? Or: What do you consider important in this regard?

Connecting the different generations in the workplace is certainly not an easy task. But as Huib already said: "If we implement this, everyone would be happier."