Generational challenge: Strategies for unifying professionals of different ages and levels of experience in the workplace

The larger the companies, the greater the chances of generational conflict in the workplace. The context and era in which one grew up influence behaviors and decisions, which can lead to clashes in daily activities. Therefore, companies need to help people coexist with their differences.

Which generations are part of the workforce?

Those born between 1925 and 1945 are considered Veterans. A generation that grew up during World War II and tends to value hierarchy and tradition, with a more rigid personality. They are attracted to stability, and even though they are of retirement age, they remain in the workforce because they consider work a part of their lives.

After World War II, the Baby Boomer generation, born between 1945 and 1964, views financial stability and job security positively. They experienced a cultural transformation in which the spread of mass media influenced the behavior of young people at the time. They appreciate stability, spend many years in companies, and often in the same position.

Those born between 1965 and 1980 are known as Generation X. They appreciate stability but are less rigid about hierarchies. They are the first to recognize the importance of balancing personal and professional life. They are at the peak of their careers, dynamic, and also considering entrepreneurship.

Generation Y or Millennials, born between 1981 and 1997, grew up in an increasingly connected and digital world. They are informal, globalized, and have the mindset that organizations need to adapt to the individual, not the other way around. Money and financial security are criteria this generation uses to make professional decisions.

Those born from the late 1990s onward are considered Generation Z, who have never known a world that wasn't connected and digital. They are known for being multitaskers, flexible, and agile. They value the freedom to choose where and how to work and are not tied to job permanence. This is the generation that is entering the workforce.

How to unify professionals of different ages?

First, it is necessary to understand the size of each generation within the company's workforce and understand what the interests and expectations of each generation are concerning the company. Clarify what the work expectations are and create activities to raise awareness. Stereotypes can harm collaboration and teamwork, undermining trust and cooperation between generations.

Develop career and communication plans for each generation and encourage the sharing of experiences to bring people together, providing tools for better coexistence and collaboration. With the retirement of more experienced workers, there is still the challenge of transferring their knowledge and experiences to younger generations.