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Episode #19: Navigating the Multigenerational Workforce Landscape Part 1

• Transforming Culture Consultants

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Can understanding generational diversity revolutionize your workplace? Join us in this episode of Transformation Talks as Sharon Wilson and Cindy LaCom, 
co-founders of Transforming Culture Consultants, unpack the nuances of building a successful multi-generational workforce. With four distinct age cohorts already in the workforce and a fifth set to join by 2029, it's more important than ever to grasp the unique characteristics, values, and motivations of each generation. Learn how generational diversity can boost employee retention, productivity, and innovation, and discover the power of cross-generational mentoring to create a more inclusive and harmonious workplace.

Sharon and Cindy introduce the first step of TCC's three-part roadmap for fostering a thriving multi-gen workforce: decoding generational differences. This episode provides actionable insights on appreciating each generation's distinct attributes without falling into the trap of stereotypes. By understanding these differences, organizations can cultivate a respectful and inclusive environment, minimize biases, and reduce misunderstandings. Tune in to equip yourself with strategies to navigate and leverage the strengths of a diverse workforce, and set the stage for a cohesive and empowered multi-generational team.

Copyright: https://artlist.io/royalty-free-music/song/reflection/107904

Copyright: https://artlist.io/royalty-free-music/song/reflection/107904

Speaker 1:

Welcome everyone to Transformation Talks. The intention of our podcast is to provide tips, strategies and inspiration to transform workplaces, communities and lives. I'm Sharon Wilson and I'm the co-founder and chief mindset and growth officer at Transforming Culture Consultants, and I have with me today our other co-founder, cindy Lecombe, our chief impact and inclusion officer.

Speaker 1:

Now, today, we want to explore some key aspects of creating a successful multi-gen workforce, something we've touched on in earlier episodes. Right now, we have four age cohorts in our workforce and by 2029, when Gen Alpha turns 16, we will have five age cohorts in the workforce, so we need to be prepared Absolutely.

Speaker 2:

And we've discussed generational cohort theory in a previous episode, but it's probably worth reviewing again today born within a particular date range and who thus experience similar social, cultural, economic, education and political events in the early stages of their lives, when their children and youth tend to have similar values, norms, beliefs, behaviors and attitudes. And I'll give an example If you were in your 20s during the Vietnam War, you may not believe what everyone in your age group believes about that war, but you've had similar experiences at a national level that almost certainly had an impact on your worldview, and in many cases that impact is going to be similar. So hopefully that makes sense. If it does, your question now might be all right, but how does this relate to an empowered and inclusive workplace? Well, we mentioned in a previous episode that an understanding of generational diversity matters in terms of the big picture, but also in terms of the benefits of creating and supporting a multi-generational workforce. In fact, you may be even more able to pick up and choose your friend group and make that group an age that is similar to your own right, and many times our friends are a lot like us, but in the workplace we typically don't have that choice, so it's even more necessary to understand and get along with people of all ages at work.

Speaker 2:

And you may be listening and thinking I don't think that this is that big of a deal, but data tells us that strong and collaborative intergenerational workforces which practice effective communication can in fact reap a number of rewards, including some of the following Employee retention is stronger when everyone feels included as part of a team and when they feel their ideas are valued. Diverse and inclusive cultures tend to be more productive and innovative. Successful generational workforces have better communication when there are clear and consistent guidelines that reduce misunderstandings or hurt feelings. And finally, nurturing a multi-generational workforce with thoughtfulness, intention and support diminishes the potential conflict that can occur if generational tension and potential biases are not addressed. And I just want to give you one example of a positive benefit, and that has to do with creating a new paradigm for cross-generational mentoring.

Speaker 2:

The traditional model is a senior co-worker mentoring a younger colleague, and that's great and we would keep that in place. But it's sometimes called reverse mentoring, where a younger colleague or a more junior colleague actually mentors senior colleagues, and this kind of a model, kieran, just enhanced the workplace environment tremendously. Kieran, I know you've got something you want to say.

Speaker 1:

Absolutely, and I love that example. And at TCC we have a three-step roadmap to support organizations in creating and sustaining a successful multi-gen workforce. We'll talk about those three steps in the next few episodes, but today I want to talk about the first step but also to address some of the possible objections you might hear and walk you through how you may potentially address those objections.

Speaker 2:

Absolutely so. In this three-part system. The first step in our roadmap focuses on decoding generational differences and in this episode, our goal is really to help everyone better recognize the unique characteristics, values and motivations of different generations in the workforce, instead of a kind of I just don't understand young people today or boomers, just don't get it attitude. We really believe that appreciating differences without reducing others to a stereotype is well. It's really essential if we want to thrive. So how do we get there and why is it important? What are some of the benefits of spending time learning about the different age cohorts and their different propensities? Well, as we've noted, it can help to create a more inclusive and respectful work environment and, equally importantly, if people across different age groups understand each other, that helps reduce biased preconceptions and misunderstandings because of the kinds of generational stereotypes I just referred to.

Speaker 1:

Absolutely, and so when you think about this first step, you may already be thinking about possible objections to spending time on this in your workplace or organization. So I want to give you some tools to address possible objections to learning more about how to decode generational differences. The one objection you might hear is well, generational differences aren't a big deal here, we all get along, so this isn't an issue. Well, data demonstrates that generational differences aren't a big deal here. We all get along, so this isn't an issue. Well, data demonstrates that generational differences significantly impact workplace dynamics, even if it isn't apparent. For example, aarp data shows that 60% of workers report the presence of generational conflict in their workplace and, according to Schoen, challenges can also arise due to differences in communication styles, general work practices, collaboration and even expectations from employers.

Speaker 2:

Definitely so. We know that ignoring the issues doesn't make them disappear. But, having said that, we recognize that another objection you might get if you take us back to your organization might sound something like this I don't see age. It's more important to treat everyone as an individual, so why does this even matter? For some of you, this is going to sound really familiar. I know we've heard that in a number of places and it's been framed in a number of ways. If you hear this, I don't see age, how might you address it? Well, you might say something like this While it might seem divisive, the reality is that people are already often segregated and stereotyped according to their age cohort. Acknowledging and addressing this can help bridge some of the divides right. So we understand and frame this as an action step. That's about broadening understanding, not pigeonholing individuals.

Speaker 1:

Absolutely, and we cover how to decode generational differences and much more in our upcoming free virtual workshop. This is just a first step in our three-part series and we believe it's foundational for moving forward, and we know that some of you have faced age stereotyping or age-related bias. It's real and it really does kind of stink. So we want to hear from you about the challenges you've experienced in creating and sustaining a successful multi-gen workforce. Feel free to email us and you can email me directly at Sharon at transformingcultureconsultantscom. We'd love to hear your thoughts and we can put you on a waiting list to get more information when that free workshop is available.

Speaker 1:

Next, our intention is to be a support and resource for you to help navigate these unprecedented challenges in our workplace cultures and create thriving cultures that have a ripple effect that impact us all in positive ways. We'd love for you to join our community of HR professionals, executive directors and managers that we're building that want to create and grow more empowered workplaces and organizations. We have free tips, resources and opportunities to attend free virtual gatherings where you can exchange ideas with industry leaders and innovators, strategies and best practices. You can just go to transformingcultureconsultantscom forward slash HR. We're also available to provide you with a free virtual consultation to explore any challenges or opportunities in your workplace culture, and you can apply for that at transformingcultureconsultantscom slash free application. You can connect with us on LinkedIn at Transforming Culture Consultants. Our vision is a world where employees feel happy, respected, valued and safe, and thank you for being a part of this vision.

Speaker 2:

And we hope you'll join us for our next podcast.