Preparing Gen Z for the Multigenerational Workplace
As educators, we are passionate about preparing the next generation for success. Armed with advanced knowledge and skills, we hope our graduates will contribute to societal progress, and we’re proud to be part of their journey.
But young leaders are often ill-prepared for navigating the Five Generations in the workplace. Yes, the generation gap has always existed, but in this hyper-digital landscape the environment is rife with assumptions, stereotypes, distrust, and competition. It may appear that we speak the same language, but in reality, the dialects vary from one generation to the next—resulting in misunderstandings.
Our brightest graduates are often bombarded with messages like:
“What is it with these entitled kids? They don’t work nearly as hard as we did.”
“They don't have any soft skills. They can’t even hold a conversation.”
“Who cares what we do to accommodate them—they’re just going to leave anyway!”
Generational shaming, age biases, value perceptions, and knowledge relevance contribute to a work environment riddled with tension, lack of collaboration, and high turnover.
What’s the Alternative?
Instead of turning our grads loose to the hazards of an ageist workplace, let’s proactively prepare them for it.
What if we included in our curriculum opportunities for students to build their Generational Intelligence? And even frame it as a unique hiring asset?
Generational Intelligence requires:
Learning about the historical events that influenced each generation's unique experiences, perspectives, and behaviors.
Challenging ageist assumptions and stereotypes we make about each other and ourselves
Seeing the world through other generations’ eyes with curiosity, not judgment.
Building trust between generations by letting older workers know their experience is appreciated by: asking questions before making suggestions, actively seeking out older allies, and knowing how to co-mentor.
Demonstrating an interest in finding ways to collaborate instead of compete.
Being ready to graciously manage older workers.
What are the outcomes?
Grads who are certified in Generational communication skills would be in high demand because they model age inclusive dynamics rather than waiting for someone else to do it.
Grads with high generational intelligence are less likely to overreact to ageist comments; they’ll have the skills to manage their elders’ fear of being displaced by this tech-savvy innovative generation. They are more likely to be heard because they’ve demonstrated interest in learning from others.
They are more likely to be included on multigenerational teams because they value the strengths of people of all ages—including their own.
Closing thought:
In 2034, there will be more people in the US who are over 68 than who are under 18. We are an aging population. Preparing our students now to lead in this new reality is more than visionary. It’s vital.
What do you think?
More soon.
Mary