Workplaces have always bridged generations, so there's nothing new there. And we know it's essential to be inclusive for effective collaboration, innovation, and successful change management. As different generations coexist, understanding their unique perspectives on change can lead to better outcomes, effectively bridging the generation gap. Let’s explore how various age groups approach change and practical strategies for fostering a more harmonious change environment.
The Generations at a Glance
Baby Boomers (1946-1964)
Baby Boomers are called this because at the end of the second world war late in 1945, families were reunited and a sense of hope returned to many who had been suffering. This lead to a boom in child birth and the children born in this generation are the Baby Boomers. Because of the times they lived through, Baby Boomers experienced significant societal changes, including civil rights movements and technological advancements.
As a demographic, this is a group that tends to value stability, loyalty, and hierarchical structures. This group may be cautious about change due to their long-standing experience with traditional systems.
Generation X (1965-1980)
Gen X's view of the world was significantly influenced by a new kind of conflict, the Cold War. Technically peaking before the Gen X-ers were born, the Cold War was characterised by displays of constant passive aggression between what became known as the "Super Powers": the United States and the Soviet Union. This generation, born largely in the 70's, gave rise to the fashion, music and attitudes of the 1980s. They tackled world hunger, confronted the Aids epidemic and faced down stigma for breaking from traditions, including sexual orientation and preferences.
As a group, Generation X grew up during economic recessions and witnessed the rise of technology. They may value work-life balance, adaptability, and self-reliance and approach change with a pragmatic mindset, seeking practical solutions.
Millennials (1981-1996)
That crazy little thing called the World Wide Web (WWW) was invented by Sir Tim Berners-Lee in 1989. It expanded globally throughout the 1990s into basic web pages and online services, and allowed users to access information through hyperlinks, revolutionising how we interact online and manage information. Personal devices that eventually became smartphones were invented and iterated during the early 1990s.
The name Millennials refers to the fact that many in this generation came of age around the year 2000, the new millennium. Therefore Millennials are the first generation of digital natives, and as a group they embrace technology and social media. They may prioritise purpose-driven work, flexibility, and continuous learning, and view change as an opportunity for growth and innovation.
Generation Z (1997-2012)
Generation Z was born into a hyper-connected world with smartphones, a burgeoning social media landscape and instant access to information. Their parents' (Gen X) social consciousness left it's mark on Gen Z by breaking from tradition and preparing them for an evolving world.
Through their access to digital channels, Gen Z has been constantly tapped in to world events, witnessing as society dealt with terrorism, war, mass gun crimes, global financial crisis and the marriage between grass-roots activism and social media.
As a demographic, this generation may seek authenticity, diversity, and social impact. They generally adapt quickly to change and value agility.
How Different Generations Approach Change
Remembering that the body of knowledge on generation gaps is based on research into demographics and groups of people. Not all individuals will behave the same way or hold the same attitudes and characteristics as other members of their generation. Take these comments as a general guide only, and always consider testing your approaches before determining the best way to interact with groups experiencing change.
Communication Styles | Leadership & Decision-making | Adapting to Technology | |
Baby Boomers | Prefer face to face and formal channels | Respect authority, prefer top-down decisions | May struggle but can learn with patience |
Gen X | Comfortable with email, appreciate conciseness | Value autonomy, appreciate participation | Adapt well, appreciate its efficiencies |
Millennials | Digital channels including instant messaging and video calls | Seek collaboration, value diverse perspectives | Embrace tech as an integral part of work |
Gen Z | Social media platforms, prefer visual content | Expect transparency, want to be part of decision processes | Comfortable with digital tools and fast to adopt new platforms |
Potential Attitudes Towards Change
While Baby Boomers may be the most resistant towards change due to fear of the unknown, successive generations may be more open to it, having seen more of it occurring in less threatening ways.
Influenced by the impact of broader changes in their lives, Generation X may therefore approach change pragmatically and seek the practical benefits it brings. Millennials may see change as an opportunity for growth and skill development, and Generation Z may view change as a natural part of life and adapt readily to it.
Strategies for Bridging the Generation Gap in Change Environments
It's important to value diversity in workplaces for many reasons. This includes cultural, socioeconomic, gender, race and ethnicity, abilities and disabilities, religion and spiritualism, as well as age. The benefits of diversity for workplaces include better collaboration, job satisfaction and unity; different skills and lived experiences boost creativity and innovation; and better representation of, and affiliation with, an organisation's customer base.
Bridging the generational gap involves mixing up approaches, groups of people and perspectives. Some of these ideas might resonate in your organisation:
Technique | Description | Potential uses |
Create Cross-Generational Partnerships | Pair older employees with younger ones to share knowledge and insights, allowing the benefits of experience to flow to younger people who may avoid some pain as a result. Encourage reverse mentoring, where younger the employees teach older colleagues about technology and new trends. | On the job training, change coaching, change champion network |
Promote Inclusive Communication | Use a mix of communication channels to cater to different preferences. Remind leaders to adapt their communication styles based on the audience. | Planning and executing communication |
Acknowledge and Leverage Strengths | Recognise and utilise the unique strengths of each generation. Combine experienced and fresh perspectives. | Inclusive selection criteria for project opportunities |
Provide Continuous Learning Opportunities | Offer training on new technologies and change management. Create a culture of lifelong learning to engage people from all generations. | In-house change teams generating interest and support |
Celebrate Diversity | Promote the richness of diverse viewpoints. Foster an environment where everyone feels valued and heard. | Project induction programs, Sponsor messaging |
Successful change management involves understanding and respecting the people we're working with. Celebrating the differences while focusing on shared goals is a great way to get started. By bridging the generational gap, organisations can create a more resilient and adaptable workforce.
Agencia Change can act as your sounding board and coach in all things change management, so you can set goals as a professional and a leader, and work towards them with confidence.