Different Generations in the Workplace - Expectations and Difficulties

Take a look on any HR or business review website these days and you’re bound to come across an awful copy dedicated to Gen Z.

This new generation of workers seem to be amassing a lot of press – and almost none of it is positive. They are viewed as being tough to manage, entitled, unfocused, lazy and impatient. They are labelled as wanting instant gratification in their career, with none of the hard work and dedication it takes to get there.

Understanding Gen Z’s attitudes and needs will prove to be even more pressing in the future – especially since, by the year 2030, 58% of the workforce will consist of this particular generation of workers. 

Naturally, in workplaces that consist of a mix of Gen Z, Millennials and Generation X (those born between 1961 – 81), this can lead to some clashes of culture.

The workplace is constantly changing, and young workers expect different things from their place of employment. More than this, many Gen Z employees entered the workplace during the pandemic, leading to an entirely different set of norms and expectations.

So, what are some of the biggest generational difficulties?

• Company culture – Not being able to suit everyone e.g. 9-5 versus flexi working or hybrid.
• Communication styles – Generation X tends to prefer phone and email whereas Gen Z tends to prefer WhatsApp, Teams, Zoom (more animated non-verbal communication).
• Negative stereotyping – Any negative stereotypes attached to a particular generation can mean that judgement is created internally, causing a divide.
• Cultural expectations – Gen Z aren’t necessarily interested in a job for life, nor are they looking for the traditional desk job. Hybrid and flexible working are seen to be standard and there is a need for Gen Z candidates to align to a company’s values, too.  

Employers who have mixed generational workforces in their organisation need to learn how to manage different expectations and traits.

This new generation of employees also likes to be able to exercise influence at work, as this makes them feel engaged and like they are adding value. However, the tradition is that older workers are held in much higher regard internally.

One of the ways you can help overcome any generational conflict and increase engagement and retention levels of millennials is ‘reverse mentoring’ where a younger employee mentors an older employee in an area where they are lacking skill and then vice-versa.

This can encourage better working relationships internally as well as allowing for creation of a new culture where everyone’s opinion is valid.

The working world – right down to the hours we put in – is changing. It’s so important that managers and team leaders can offer skilled advice when it comes to bridging the generational gap between workers. Creating a calm and open atmosphere where learning is encouraged at all ages could be the key to this. Of course, a healthy respect for other’s opinions is always a good starting point.

I work within the Scottish drinks industry, which is facing its own generational skills gap. If you’d like to talk to me about hiring in this market, drop me an email by clicking here.