{"id":62498,"date":"2019-08-29T09:00:20","date_gmt":"2019-08-29T13:00:20","guid":{"rendered":"https:\/\/www.wework.com\/ideas\/?p=62498"},"modified":"2020-09-03T05:53:09","modified_gmt":"2020-09-03T09:53:09","slug":"how-to-embrace-generational-diversity-in-the-workplace-and-gain-a-competitive-edge-from-it","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/how-to-embrace-generational-diversity-in-the-workplace-and-gain-a-competitive-edge-from-it","title":{"rendered":"How to gain a competitive edge from generational diversity in the workplace"},"content":{"rendered":"\n<p>When the energy of a party ebbs, DJs have a trick: They play a remix. \u201cImmediately, it gets everyone on their feet. Older people recognize the anchor song, while younger people are drawn to the newer songs and beats mixed in,\u201d says millennial and multigenerational expert Lindsey Pollak, who says that this is what inspired the title of her most recent book, <em><a href=\"https:\/\/www.amazon.com\/dp\/B07CL3WHKS\/ref=dp-kindle-redirect?_encoding=UTF8&amp;btkr=1\">The Remix: How to Lead and Succeed in the Multigenerational Workplace<\/a>. <\/em>\u201cThere are parallels for the workplace, too. All generations have different experience, different energy, and bring different talents and qualities into the mix.\u201d&nbsp;<br><\/p>\n\n\n\n<p>In her research, Pollak found that companies that actively worked to buck the \u201cexclusive young talent\u201d trend\u2014think hoodies and ping pong tables\u2014had an advantage in being able to relate to clients and talent across generations as well as innovate and problem-solve. The numbers confirm it: According to a <a href=\"https:\/\/tools.eurolandir.com\/tools\/Pressreleases\/GetPressRelease\/?ID=3562775&amp;lang=en-GB&amp;companycode=nl-rand&amp;v=\">2018 Randstad Workmonitor study<\/a>, 86 percent of global workers prefer working on a multigenerational team, citing innovation and creativity as the reason. (In fact, there are myriad <a href=\"https:\/\/www.wework.com\/ideas\/why-businesses-benefit-from-a-culture-of-inclusivity\">benefits of an inclusive culture.<\/a>) And there\u2019s more opportunity than ever to hire across generations: Americans over 65 are employed at the highest rate in more than 50 years, and over a quarter-million Americans over 85 are actively working.&nbsp;<\/p>\n\n\n\n<h2  id=\"what-generations-are-in-the-workforce\"class=\"wp-block-heading\"><strong>What generations are in the workforce?<\/strong><\/h2>\n\n\n\n<p>These are six generations of customers and talent:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Traditionalists (born between 1928 and 1945): <\/strong>Loyal, formal, and proud.<\/li><li><strong>Baby boomers (born between 1946 and 1964)<\/strong>: Self-focused, optimistic, and competitive.<\/li><li><strong>Generation Jones (born between 1955 and 1965):<\/strong> Adaptable, open, and able to balance idealism and cynicism. They are a \u201cmicrogeneration\u201d affected by the technological advances and globalism of the 1970s and 1990s.<\/li><li><strong>Generation X (born between 1965 to 1980):<\/strong> Tech pioneers, independent, and skeptical. The oldest Gen Xers benefited from the booming economy of the 1980s, and the group as a whole was hit by the dot-com bust of the late 1990s.<\/li><li><strong>Millennials (born between 1981 and 1996): <\/strong>Tech-dependent, purpose-driven, and self-expressive, having come of age in the era of cellphones and WiFi.&nbsp;<\/li><li><strong>Generation Z (born in 1997 and beyond): <\/strong>Cautious (they were coming of age during the 2008 recession and its aftermath, and may still be struggling with overwhelming student loan debt), diverse, and technologically advanced. The oldest members of this generation are just beginning their careers.&nbsp;<\/li><\/ul>\n\n\n\n<p>Understanding that clients and coworkers could span these generations can encourage you to cast a wider net in networking and socializing.<\/p>\n\n\n\n\n\n<h2  id=\"five-ways-to-embrace-multigenerational-diversity-in-the-workplace\"class=\"wp-block-heading\"><strong>Five ways to embrace multigenerational diversity in the workplace<\/strong><\/h2>\n\n\n\n<p>Pollak offers the following ways to manage generational diversity in the workplace, encourage inclusion, and maximize its impact.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Don\u2019t make age a thing<\/h3>\n\n\n\n<p>\u201cPeople can be self-conscious about their age, especially if they\u2019re speaking with a hiring manager who is younger than [they are],\u201d notes Pollak. If you\u2019re interviewing for a job\u2014or interviewing talent for a job\u2014don\u2019t make wisecracks like, \u201cI was doing this job since before you were born.\u201d Not only does it make the other person uncomfortable, but it makes it harder to see commonalities: Yes, you may have decades more experience than the person on the other side of the desk, but you also may have very similar backgrounds. Look for what you have in common.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Remember: &#8216;Annoying&#8217; is ageless<\/h3>\n\n\n\n<p>It\u2019s tempting to blame a colleague\u2019s annoying behavior\u2014text-speak on formal emails; insisting on phone calls rather than Slack\u2014on his or her age. But this is really more of a personality issue, says Pollak. \u201cInstead of assuming someone\u2019s behavior will never change, you have two choices: Either accept the behavior or, if it\u2019s truly impacting your work, coach them on what may be more appropriate and suggest a solution.\u201d For example, if you find yourself bewildered by your coworker\u2019s text-speak, let him know that, and introduce him to Gmail\u2019s canned responses for quick messaging.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Use multiple communication streams<\/h3>\n\n\n\n<p>Working among different generations is also a reminder that you\u2019re connecting with individuals on the job, says Pollak. Think of multiple ways to communicate your message: Some people respond to social media; some prefer a <a href=\"https:\/\/www.wework.com\/ideas\/seven-reasons-why-podcasts-are-dominating-the-media-landscape\">podcast<\/a> or YouTube, while others would rather read online or receive direct mail. \u201cIt\u2019s not a matter of, \u2018Oh, this person is in their 50s, so let\u2019s send them something in the mail,\u2019 it\u2019s a matter of recognizing that not everyone wants to receive information the same way you do.\u201d Using multiple communication streams both internally and externally can foster an <a href=\"https:\/\/www.wework.com\/ideas\/pinterest-designing-for-diversity\">inclusive culture<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Create a strong onboarding program<\/h3>\n\n\n\n<p>One of the great things about a multigenerational workplace is that you can forget about \u201cthe way it was always done.\u201d But to do that, you must clearly communicate how your office operates. Instead of assuming people automatically know how to use Google Suite or Slack, consider onboarding that teaches hirees how <em>your <\/em>company uses these tools. In addition, displaying good examples of workplace successes\u2014useful email templates, sales-pitch coaching, shadowing an experienced employee\u2014can all help people onboard quickly without singling anyone out as being \u201cold-fashioned\u201d or \u201ctoo young to know anything.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Audit your personal life<\/h3>\n\n\n\n<p>\u201cI\u2019ve found that, in their personal lives, most people don\u2019t interact with anyone more than a decade older or decade younger than them, not counting relatives,\u201d says Pollak. Assess your own generational mix. If you see the same one-decade spread, Pollak suggests expanding your circle. \u201cSit with someone older or younger at a conference; introduce yourself to an older or younger neighbor. You\u2019ll gain the advantage of their perspective, and it may also open your eyes to what\u2019s missing, generation-wise, in your professional life.\u201d<\/p>\n\n\n\n<p><em>Lindsey Pollak is the author of two <\/em>New York Times<em>-bestselling books, and an advisor to both young professionals looking to succeed in today\u2019s work environment and the organizations that want to recruit, retain, and engage them.<\/em><\/p>\n\n\n\n<p><em>Anna Davies has written for the <\/em>New York Times, New York <em>magazine<\/em>, <em>Refinery29<\/em>, Glamour, Elle,<em> and others, and has published 13 young adult novels.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Having diversity and generational differences in the workplace can help drive innovation, says the author of a new 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