The generation game

Aiming for a world-class employee experience? Drop the one-size-fits-all approach and start addressing the differing needs in your multi-generational workforce.

Amazon, Apple, Barclays, General Motors and IBM – just some of the big names pressuring staff to return to the office in this post-pandemic era. Often insisting that their employees come into the office three or more days a week, these companies extol the benefits of in-person collaboration and innovation.

Cue a backlash, primarily from younger workers who put a premium on flexible working. They argue – citing plentiful research data – that in-person mandates ignore the productivity gains of remote working and hinder work-life balance. Some even speculate that the real reason for calling people back to the office is to monitor them more closely – perhaps, a return to an outmoded command-and-control management style?

Clash of the generations

This is the latest, vivid example of the clash of the generations playing out in the workplace and society at large.

In some organisations, the ensuing tension has damaged employee engagement. It has even triggered widespread resignations.

Right now, there are five generations in the workforce, each with its own distinct characteristics and expectations (see ‘A guide to the generations’ box). And by the end of this decade, we’ll be hiring Generation Alpha – those born between 2010 and 2025.

Because most large organisations are run primarily by Baby Boomers and Gen X, there’s often a push for younger employees to conform to existing traditions and expectations. However, with Millennials and Gen Z unafraid to speak out about their expectations, for the first time we’re seeing a collective voice driving real change.

Emerging practices

While many organisations have been slow to respond, we’re starting to see some emerging good practice. Here are five themes we expect will become increasingly prominent over the next few years.

1. Intergenerational collaboration

Organisations will make concerted efforts to promote links between the generations. For example:

• Structured and well-funded mentoring schemes will pair experienced staff with younger, up-and-coming talent to provide advice, ideas and supportive challenge.
• Companies will focus on creating mixed-generation operational and project teams. This will ensure a range of perspectives and aid innovation and problem-solving.

2. Diversity, equity and inclusion (DEI)

Newer generations put a premium on equity, diversity and inclusivity (DEI). Organisations will develop leaders and managers to understand and embrace diversity and create an equitable, inclusive environment. They’ll set up DEI networks and give DEI champions real influence over company policies.

3. A sustainable approach to flexible working

Organisations will put a premium on establishing flexible working arrangements that both meet the needs of staff from across the generations while also aligning with organisational strategy. This will require extensive consultation, not knee-jerk, top-down directives.

4. Lifelong learning

To meet the growing appetite for continuous development, organisations will offer learning that appeals to all generations, from digital literacy to leadership skills.

5. Tailored people management

Organisations will refine all their policies and practices to take account of the diverse needs of the generations. For example, they’ll:

• revamp internal communication to ensure it meets different generational needs, including developing managers to tailor their communication
• create recognition and reward programmes that resonate with different generations
• build a culture of Psychological Safety through which every generation feels comfortable to ‘speak up’ and share their insights
• tailor change management strategies to address how different generations respond.

Gearing up for the multi-generation challenge

So how well equipped are you to respond to the needs of a multi-generational workforce?

Here at Axiom, we can support you:

• We use our employee experience mapping tool to capture colleagues’ voices through surveys, workshops and interviews. We uncover what each generation values and needs.
• We help you create an employee experience strategy and initiatives that cater to the specific needs of each generation. That might include a mentoring scheme, communication skills training or a new reward programme.
• We work with you to set up mechanisms for assessing effectiveness of multi-generational initiatives through communication workshops, pulse surveys and feedback loops.

In short, we help you stay agile as workforce demographics and needs evolve.

Talk to us about how you can enhance the employee experience for all segments of your multi-generational workforce.