As easy as XYZ? How to help bridge the generation gap in your workplace.

As easy as XYZ?

JULIA SHALLCRASS Find out more in “Engaging a MultiGenerational Workforce”, online in July and September. Julia’s people management training includes “Leader’s Guide to Performance Course”. Register at engineeringnz. org/courses-events

Five different generations now span our workforce, each with characteristics shaped by their experiences, upbringing and environment. Here’s how to help bridge the generation gap.

Have you ever wondered why some staff choose to meet you in person, while others spend their breaks texting emojis? If your office is like many others across New Zealand, you’ll see a mix of different generations. Studies show that each generation varies in terms of what motivates them, their preferred working styles and how they like to communicate.

Generation Z (1997–2012) were brought up to think critically, creatively and analytically. They’re “digital natives”, exposed to technology since childhood.

Generation Y (1981-1996) or Millennials were the first to grow up with the world at their fingertips. Social shifts have shaped their desire for diversity, sustainability and job transferability.

Generation X (1965–1980) are entrepreneurial and innovative. Quick to question authority, they’re independent and strongly goal-oriented.

Baby boomers (1946–1964) tend to stick to one career within their lifetimes. Many are specialists in their chosen field and are loyal, reliable and committed to their roles.

The traditionalist generation (1928–1945) were shaped by the Great Depression of the 1920s and 1930s and the World Wars. Resourceful and conforming, many have worked in one job for life and display strong work ethics.

Employers must bridge the generational gap to attract and retain the brightest talent. As older workers retire and Generation Zs head overseas for their Covid-delayed OE, Kiwi employers can expect a decreased labour supply and skill shortage.

So, how do you bridge the generational gap to attract, motivate and retain your talent?

1. Tailor communication styles

Are some of your colleagues text-savvy, while others prefer to speak on the phone or meet in person? Research shows traditionalists and Baby boomers prefer phone calls and emails, while 65 percent of Generation Z prefer messaging and emails. Communication styles are critical to the success of any engineering professional. There’s no single right or wrong way to communicate, so show your colleagues and staff you’re willing to adapt to their preferred method of communication.

2. Check people’s preferences

While research shows differences between the way generations interact, not everyone of a certain generation shares the same preferences. Treat everyone as an individual, rather than assuming their preferences – ask them about their preferred communication method and working style.

3. Create opportunities for mentoring

Give teams the chance to mentor staff from different generations. Studies show Baby boomers value sharing their knowledge and experience, while Millennials prefer onthe-job-training and coaching over cash bonuses. Ask older employees to mentor younger staff and share their real-world experiences. Likewise, give younger workers the opportunity to mentor, for example about social media, technology and trends.

4. Encourage flexible working

Flexible working arrangements are useful for all ages and stages of life. Many Kiwis seek flexibility to balance jobs with family and caring roles, achieve a better lifestyle, or graduate into retirement. While 94 percent of Baby boomers seek flexible working, Millennials are the most prepared to leave their jobs in pursuit of a good work/ life balance and flexibility. As flexible working is one of the most popular benefits for any generation, employers should encourage this.

5. Motivate and reward every generation

While all employees want to feel valued and recognised, what motivates them will often depend on their age and stage. Baby boomers report that more money and an innovative environment are reasons to choose a new employer. Millennials crave regular feedback so they can improve, and to work for a purpose-driven organisaton. Find out what your employees value, then offer a variety of benefits and rewards to motivate and retain staff from every generation.

Director of KiwiBoss, Julia Shallcrass brings more than 15 years’ experience as an employment lawyer and human resources lecturer to her corporate training.