With an increase in the number of graduates entering the workplace, the landscape of young talent in the UK is changing. TAaaS believes that embracing these changes is the future of the workplace, that fighting against the labels created of ‘baby-boomers’, ‘generation X’ and ‘generation Y’ or ‘millennials’, and instead embracing the diversity of those brought up in different circumstances.
In 2015 in Bristol 67% of those aged 22-24 are in full-time work, that’s only beaten by two other age groups. As a city with fantastic culture and numerous places for higher education is this really surprising? Bristol is clearly attracting young talent, but not enough is being done to integrate them efficiently and effectively into what typically is an already established workplace.
All generations are seen to come with stereotypical traits which can aid and hinder the workforce. Take for example the baby-boomers and the Millennials. The former can be seen as hard-working, a clear benefit but also are seen to hate change, in particular the introduction of technology. Meanwhile, the millennials are known a technological whizzes, but lacking the old fashioned drive of the baby-boomers. The generational differences create a divide and lead them to judge the others, where instead co-operation could benefit all. For example; who better to teach technology than those brought up surrounded by it, and who else could teach drive and perseverance than those who have mastered it, as is shown by their senior roles in successful companies?
Obviously there is no one size fits all solution to this divide, it has been established over the years as people judge on factors of age and stereotypes, rather than individual merit and personalities, however this divide needs to close, for the benefit of the employers and the employees. A cohesive workplace is far more productive and pleasant to work at than one fighting amongst themselves for control and for who’s ideas and work ethic is better. Similarities need to be found rather than differences, for example; studies found across all generations the most important criteria for choosing a job: salary and their financial benefits.
Some of the divides need to be looked at proactively, though calmly and respectfully. The members of generation Y do not have the same kind of career ‘ladder’ ahead of them that the baby-boomers and generation X have come to expect. They are predicted to have double the amount of different jobs within their first decade of being graduates compared to generation X. This change in their work life needs to be accepted and encouraged with employers offering support to allow this development, which will encourage a better quality of applicant to apply to work for them, as well as then being able to more actively promote jobs within their own companies to keep their employees with them.
Of course the millennials need to be flexible too. The understanding and acceptance on views that differ to their own works both ways. Many companies that they will work for have been around for decades, and there is a reason for that; they work. Just because something can be done in a more technologically advanced way, or in a way they identify with more, doesn’t mean it’s the right way for the company. Accepting that their way isn't the only way is crucial to the development of closing this multigenerational rift.
By finding the middle ground and blending these generational divides the workplace can become better for all, from those experiencing the difficulties of finding common ground daily, to effectively teaching the strengths of each generation to another.
If you have any other insights, possitive or negative on this topic, please email me at This email address is being protected from spambots. You need JavaScript enabled to view it. or use our contact page.
