Bridging the Widening Gap Between Generations in the Workforce
Does the younger generation seem a little “alien” to you?
Let’s face it – there have always been slight differences from generation to generation over the years.
BUT the next generation is something very different.
In fact, it’s fair to say that the latest generation to enter the workforce is vastly different to the rest of us who have come before them.
So, how is your workplace adapting to this future?
Of course, as an HR Manager, this can make it particularly difficult for you to connect with this new generation of workers. With differing needs, expectations and mindsets, it may appear as if the only thing you have in common with these young workers is your workplace.
However, it’s not as difficult to connect with them as it sounds.
In fact, with the right tools and technology, it’s quite possible to understand this new generation and work to provide them with the opportunities they need to truly thrive in your organization – while helping your company grow at the same time.
Sounds ideal, right? Well, that’s exactly what we’re going to show you how to do in this article today.
Let’s take a closer look at the youngest generation of workers
Think about the youngest generation of workers in your organization.
Most of them will have been born just on either side of the year 2000 – or later.
As we mentioned, they’ve grown up in a world full of digital technology, where everything they could ever need or want is just a couple of taps of a screen away. Consequently, they’re just as invested in their digital lives as they are in their physical ones.
Naturally, this is dramatically different to how we grew up.
This generation is an entirely different breed – with different needs, different ideas and vastly different expectations to us.
For this reason, this generation almost seems “alien” to everyone else, which can unfortunately lead to huge gaps in intergenerational understanding, empathy and connection in the workplace.
What is the potential impact of this disconnect on your organization?
While this disconnect between team members can be detrimental to the success of your organization in the short term, it can also have a huge impact on the future of your company as well.
Think about it: These young workers ARE the future of your organization. For the sake of your company, they need to be treated as such.
One of the biggest factors leading to disconnection is judging the younger generation based on your own work ethic, expectations and standards.
The reality is that the beliefs and values that you hold may not necessarily gel with younger workers, but that does not make anyone wrong – it’s just another difference to overcome.
This could potentially mean losing hard-working and intelligent staff members to your competitors, simply because you failed to form a connection with these workers and understand their needs.
Not only does this cost your company talent, but it can also cost significant amounts of money to replace these workers as well.
Is this a risk you are willing to take for your organization?
So, what does this new generation of workers look like?
Let’s break down the key elements that make these young workers so unique to help give you a better understanding of what they really want:
- They want to feel heard
It’s important to understand that, more than anything, this new generation just wants to know that someone is listening to their goals and career aspirations and working to provide them with the opportunities they are after to achieve success.
- They want constant feedback
As the product of an environment where instant feedback is provided thousands of times a day, they want to know that they are always on the right path and doing all the right things to one day become the new leaders of your organization.
- Their career paths are not linear
For many years, careers were always linear. You started at the bottom and worked your way up the ladder rung by rung, but this is no longer the case.
The younger generation may start in one role just to develop the skills necessary to take on a completely different role altogether.
- They have much stronger boundaries
Many younger workers will actively choose not to work overtime or on weekends. They have established clear boundaries between their work and their life, and they will do everything they can to protect those boundaries.
It’s important not to resist these differences, but rather encourage their growth with each of these things in mind to truly get the best out of them – and in turn, help your organization to grow too.
The right technology platform can help you to listen and connect with the younger generation of workers
The gap between generations is getting wider every year, and you need a way to narrow that gap for the benefit of your organization.
With an Internal Talent Marketplace like GoFIGR, you can come to understand the needs of younger workers and bridge the generational gap to foster a greater sense of connection.
In doing so, you can:
- encourage their growth,
- help them map their career,
- give them what they need to upskill, and
- make them feel like a key part of your company.
Think about it: This generation has grown up with a completely different set of skills and expectations that you may not have even recognized.
With the help of an internal marketplace, this could ultimately be very beneficial for your organization.
GoFIGR enables both parties to communicate much more effectively and offers a more contemporary way to help upskill and promote staff.
GoFIGR also now enables staff to offer coaching or mentoring to other staff on the platform.
This means that different generations can now offer and receive advice from one another for the benefit of their careers.
Remember: this new generation is not well-networked. Many of them started their careers remotely in the wake of the pandemic.
This means that they may not know many people in your organization. They may not know who to talk to, or who to turn to for career advice or to help them find the opportunities they’re after.
Empower your younger staff with GoFIGR’s Internal Talent Marketplace.
Here’s how it works.
An Internal Talent Marketplace platform, GoFIGR is a Software as a Service (SaaS) designed to collect and intuitively analyse employee skills data so you can supercharge your Internal Mobility and truly embrace a streamlined model of internal career progression.
With valuable insights collected from your team, GoFIGR allows you to:
- identify your employees’ current skills
- align them with your business needs
- realise your team’s full potential
- reduce the cost of recruitment by upskilling from within
This way, you can open your employee’s eyes to potential career progressions and FIGR (Find, Inspire, Grow and Retain) young talent with data-driven strategies.
Connect with the younger generation and give them the opportunities they need to grow today.
Your future team is already working for you.
Don’t let that talent go to waste – allow them to grow their career AND drive your organization into its tomorrow in ways you never thought possible.
It’s the ultimate way to build internal mobility and foster a progressive workplace culture to minimise your reliance on the hiring cycle.
It’s a great way to save crucial hours in your day as well.
Contact GoFIGR today to discover how we can help you foster a future-focused workforce using our Internal Talent Marketplace platform.
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Helena Turpin spent 20 years in talent and HR innovation where she solved people-related problems using data and technology. She left corporate life to create GoFIGR where she helps mid-sized organizations to develop and retain their people by connecting employee skills and aspirations to internal opportunities like projects, mentorship and learning.
