Age and Ideas in the Workplace

As parents we are savvier than our predecessors and as grandparents we are healthier. We remain in the workplace longer and continue to be productive in our 60s, 70s, and even our 80s. But the Generation Gap persists. The generations remain distanced – even alienated-- from one another. What’s more, they seem to like it that way.

In a perfect world, the workplace fosters lively interchange of ideas among people of all ages. Older workers pass on experience-based knowledge, and younger workers contribute energy, ideas, and technologies. But in fact, a 2008 study by Randstad, a recruitment company, shows that workers have little interest in what those outside their age and experience group are thinking and doing. Older workers, who came of age before terms like “flex time” and “trainutainment” were dreamed up, are suspicious of their younger colleagues’ work ethic. In turn, younger workers turn their backs on older workers’ traditional ways. “Transfer of knowledge between retiring generations of veteran workers and newer entrants to the workforce is unlikely,” says the study.

Randstad’s researchers divided workplace participants into four basic groups: Matures (older than Baby Boomers) Baby Boomers, Generation X, and Generation Y. Each group was asked to characterize the others. Gen Y was seen as devoted to social networking and Gen X as slightly more grounded and willing to put in extra time to do a job well. Boomers were called competent, possessing a strong work ethic, and strongly motivated by praise. Of Matures it was said they had a strong sense of loyalty to their companies, in addition to a well-entrenched work ethic.

Members of each category reported that they rarely interacted with co-workers who were not members of their group. This is not, of course, a surprising revelation. People naturally gravitate to others their own age. When that exclusivity is coupled with disregard for other age groups, the chances of knowledge exchange are virtually non-existent.

What can be done about young workers viewing traditional methods as stodgy and older workers seeing newcomers as brash and ungrounded? As with other forms of prejudice, the answer lies in increased exposure. The more people from different age groups interact, the better they will understand ideas and behaviors that are not their own. The good news is that work is becoming a more fluid construct. Today’s older workers are staying longer in the workplace. They are healthier and more active. They are more forward in wanting to contribute their knowledge, and are overcoming the stereotype of retirement-age drones staying on after their time. As for young workers whose knowledge base has been shaped by the Internet, they are realizing that not all knowledge can be acquired on line.

Randstad’s study shows that the “cubicle” mentality is disappearing as companies organize workers into teams for problem solving, a move that has aided intergenerational cooperation. Waiting around for a twenty-something to say of your idea, “that’s so cool!” may be impractical, but sitting down at the same table with people of all ages fully participating in the debate is a good beginning. The more contact we have with one another, the better the chances for valuable information exchange.