With five generations in the workplace today, events and discussions that promote dialogue and mutual understanding are a great way to encourage productive learning conversations about and within multigenerational teams. The recently released Gallup’s State of the Global Workplace Report, highlights that the generational divide should be on leaders’ radar, as “given many leaders are older, they may not see the present and the future in the same way as their youngest employees”.
We recently had the pleasure of contributing to a Luxembourg Times article which sets out the scale of the challenge from different perspectives. With Five Generations at Work, it’s vital to have human ways of interacting, of learning from each other and aligning to get things done. While stereotypes exist, they often stand in the way of genuine curiosity.
Co-sharing skills, asking questions, role modelling and showing appreciation, are key to access and activate our collective intelligence. We’re excited to read Rebecca Robins and Patrick Dunne’s new tome on the topic - one to add to the summer reading list!
Insights and Ideas
Bridging with Empathy: Historically, new employees adapted to the work culture set by older generations. The pandemic shifted this dynamic, with tech-savvy ‘generation influence’ (Gen Zs) identity being inexorably connected to all things digital. Empathy is crucial to understanding the lived experiences of each generation, and to help tap into the wealth of perspective available.
Foster Belonging: Melonie Parker, Google’s Chief Diversity Officer, believes that creating a sense of belonging in the workplace goes beyond the traditional metrics of DEI. Belonging is about ensuring that every individual feels seen, recognised, and valued. This concept of “adding in” rather than “fitting in” challenges us to enrich our culture.
Gather with Clarity and Intention: Recent London School of Economics (LSE) research shows that age gaps can decrease productivity due to communication barriers. Priya Parker’s approach re intentional gatherings can help to foster connection and encourage clear communication between multigenerational teams.
Foster a Culture of Co-learning: Shared responsibility and co-creation is crucial for success. Initiatives such as two-way mentoring schemes or a NetGen Advisory Board to nurture relationships and gather insights helps to invite participation and encourage open conversation. Great ideas are born this way.
It’s the Soil, Not the Seed
The Association of the Luxembourg Fund Industry (ALFI) kindly invited our Founder, Christina Clark, to speak at their annual vanguard NextGen conference. Together with brilliant co-moderator Mica Mercier, they dove into how to co-create the conditions for personal and organisational growth, with a baseline of psychological safety. When the soil is good, seeds will flourish. The inverse is also true.
Mihaela Mercier and Christina Clark on stage
The results of the poll questions were revealing. To make their workplace better, employees would sooner change leadership style (41%) and team dynamics (42%), over company culture (17%). Perhaps debunking a perceived financial industry stereotype, having a sense of purpose seemingly trumped compensation and benefits (the latter receiving 0% of the vote!). However, there seemed to be a disconnect between the impact of culture on the conditions needed to thrive. As the HBR quote goes: “Culture is like the wind. It is invisible, yet its effect can be seen and felt. When it is blowing in your direction, it makes for smooth sailing. When it is blowing against you, everything is more difficult.”
The discussion was on fire - the future of Lux financial services is undoubtedly in good hands!
While a multigenerational workforce can seem complicated, navigating it doesn’t have to be. At Workculturati, we help cultivate space to get clear on what you might need to thrive at work. We can gladly be your thinking partners on this journey.
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