This term may bring to your imagination gaping crevasses between the platform and a train. Lately we’ve been hearing it more and more frequently from our business clients when they refer to dealing with the generational gap in today’s workforce. The gap is about more than gadgets or resume although both play a role.
When conflict occurs one party looks to the other “offending” party like they are crazy, unbalanced and/or not fit for the workplace. We often hear “S/he’s not qualified for the role because…” they don’t understand technology, or they have no experience and no work ethic! Each player remains secure in their own circumstance, thinking themselves above the fray. Increasingly we find the generational gap being caused by communication, or lack thereof.
In workshops across the country, we’ve seen the lightbulb come on for all generations when they begin to take the time to listen, ask questions and set judgement aside. We’re familiar with hearing all about the “problem with millennials”, but it turns out the “problem” is more likely one with leadership. When an organization’s leadership demonstrates open interested behavior, its more likely that the rest of the organization will follow suit. It’s imperative to have generational cohesion because that brings the best ideas, plans, responses and profits to the organization.
In some cases, we’ve seen this issue reflected in engagement surveys where no one is happy or engaged. It’s a challenge that can and should be resolved. Communication is key, but it must be two-way, non-threatening, authentic and continuous. It’s a learned skill rather then an immutable attribute.
If this sounds like something you’ve seen in your workplace, we can help. info@transglobaldevelopment.com or http://www.transglobaldevelopment.com