![]() Where complexity in evidence matters is that we do know that older people are sometimes less interested in using technology as constantly or as pervasively as younger people,” says Gerhardt.įor example, she recalls an employer where younger people would often text their ideas and questions to one another. “The fact that older people are presumed not to know how to use technology is completely inaccurate. You can also put gender, race, ethnicity, socioeconomic status, culture, where you are in the world or any part of your identity that can fit into this.” “That’s because age and generation can show up very differently in the way that you view things in your experience. “People say, ‘Well, I’m an older millennial’ or ‘I’m a younger baby boomer,’” says Megan Gerhardt, author of Gentelligence: A Revolutionary Approach to Leading an Intergenerational Workforce. Or a millennial worker might have his phone off on weekends because his partner works in another state, the kids go to bed at 7 p.m., and their family time is sacred on Saturday. For example, a Gen X manager might want to pause and really deliberate before they greenlight a new strategy, not because they are slow and resistant to change, but because they laid off 50 employees in their last startup and don’t want to go through that again. Generation is one just layer of identity.īeware of using a “generation” as a catch-all for blame versus considering the entirety of a person’s life experience. Last week, I attended a panel discussion sponsored by Alboher’s organization titled “Get ready for the 5-generation workforce.” Here are some takeaways from the event, combined with context from recent trends, studies, and sound advice to get through. So it results in workplaces with a combination of people of all stages needing to partner, support each other, and collaborate with whomever is nearby-across a lot of lines of difference, including age.” “People are abandoning retirement to pursue encore careers that combine purpose, passion, and a paycheck. “We’re seeing younger workers go digital nomad or taking early-career pauses, mid-career folks returning to school to reskill, parents taking breaks, and people of all ages juggling care responsibilities,” notes Marci Alboher, vice president at CoGenerate, a nonprofit focused on bridging generational divides. ![]() Yet keeping inter-generational peace seems key to a harmonious work culture. ![]() For employers fielding demands from five distinct generations making demands on employers, the juggle is real. ![]() Another EY survey finds almost a third of Gen X respondents who intend to quit their job say hybrid or work-from-home options would change their mind. A recent LinkedIn survey finds 72% of Gen Z-ers and 66% of millennials are contemplating a career change in the next 12 months. With so many different people at different life stages making changes right now, that’s no easy task. ![]()
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