34% of employees surveyed by IPR recognised that their workplace was more diverse than their personal life. Generally, when we talk about diversity, a lot of people forget about the most represented diversity in workplaces. This is generational diversity or age diversity.
Research suggests that communication is the biggest challenge in building inter-generational inclusion in the workplace. This can be mainly attributed to changes in technology. As technology continues to evolve, this issue is going nowhere! Yet there are lots we can do.
Here are some factors your organisation should consider in supporting generational differences in communication.
1. Communicate
Ironically, the best way to address communication problems is to communicate. Explicitly identify and talk about generational differences. Discuss with employees and teams what communication style and method they prefer e.g., email, phone, IM etc. Brainstorm how you can overcome communication differences.
2. Challenge perceptions
Perception is key! A recent study on millennials and boomers found they perceived the other generation had a negative perception of them. Facilitate communication between different generations and empathically challenge perceptions they might have about other generations.
3. Diverse teams
A few weeks ago, we looked at neurodiversity and the benefits of building neurodiverse teams. But it doesn’t stop there! Build teams with generational diversity and facilitate these teams to succeed. Help them to consider how different communication styles may impact their projects. Support them to recognise what they have in common as well as encouraging them to celebrate and recognise their differences. Leading into our next point!
4. Strengths-based approach
Take a strength-based approach to supporting generational diversity. The VIA Character Strengths survey is a great free resource you can use to support individuals and teams to identify and use their strengths.
