October 3, 2025 • 15 mins
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This show is titled
‘’Working with different generations at the wokplace”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.shrm.org/enterprise-solutions/insights/guide-to-leading-multi-generational-workforce
https://www.marshmma.com/us/insights/details/baby-boomers-in-the-workplace.html
https://dilanconsulting.com/managing-baby-boomers-in-the-workplace-through-a-dei-lens/
https://www.betterup.com/blog/generations-in-the-workplace
https://www.harvardbusiness.org/wp-content/uploads/2020/08/Unlocking-the-Benefits-of-Multigenerational-Workforces_Aug-2020.pdf
https://www.forbes.com/sites/carolinecastrillon/2024/06/23/5-best-practices-for-managing-a-multigenerational-workforce/
https://www.amazon.com/Clash-Generations-Managing-Workplace-Reality/dp/1119212340
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
This show is titled
‘’Working with different generations at the wokplace”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.shrm.org/enterprise-solutions/insights/guide-to-leading-multi-generational-workforce
https://www.marshmma.com/us/insights/details/baby-boomers-in-the-workplace.html
https://dilanconsulting.com/managing-baby-boomers-in-the-workplace-through-a-dei-lens/
https://www.betterup.com/blog/generations-in-the-workplace
https://www.harvardbusiness.org/wp-content/uploads/2020/08/Unlocking-the-Benefits-of-Multigenerational-Workforces_Aug-2020.pdf
https://www.forbes.com/sites/carolinecastrillon/2024/06/23/5-best-practices-for-managing-a-multigenerational-workforce/
https://www.amazon.com/Clash-Generations-Managing-Workplace-Reality/dp/1119212340
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Good evening everyone. Welcome to the New Heights Show on education.
My name is Malia Shutler and you are with me
on another episode of embarking HR within the workforce. You
go to podcast for them. This podcast is the way
(01:03):
of sharing insights on building a more effective and efficient
workforce while also focusing on your personal growth. If you
tune into our previous episode, thank you so much for
your support. We talked about reading a good habit. If
(01:23):
you missed it, be sure to check it out. Each
generation brings something new to the organization, and right now
we are working with probably four generations at our workplace,
and each generation is entering a transformational phase in its career.
(01:47):
Today then X is taking over leadership rules. Millennials have
become the largest workforce demographic. Zen Z is beginning its journey,
while baby Boomers may be ready to move into retirement
if they are all if they are not already there.
(02:11):
Today I will be sharing some insights on how we
can work together with generational gap. And before I begin,
I would like to mention that I have listed on
all the differences and the websites from which I took
help to make this episode. So let's start by looking
(02:34):
into what each generation's characteristics are. For this I took
the information from the book A Clash of or Clash
of the Generations by Valerie M. Grub So. Number one
baby boomers. This generation is often for people who are
(02:57):
born between nineteen forty six to nineteen sixty four. General
trade of this generation team oriented, optimistic, and formal. For
career goals, they want long term stability, clear hierarchies, and
(03:17):
few to zero job changes. For communication and technology, they
used phone facts and were introduced to personal computer as adults.
The strengths of this generation are team player, willing to
(03:40):
put extra efforts and talking about weaknesses, so difficulty in
dealing with conflicts, and trouble thinking out of the box.
Number two we have is zen x so. This generation
is often for people who are born between nineteen sixty
(04:01):
five to nineteen eighty. General traits are self reliant, cynical,
and informal regarding their work and work or career goals.
They want work life balance. They prefer only necessary job
changes and prefer flexible schedules. They are comfortable in email, texting,
(04:28):
and they are introduced to internet and personal computer as
children and young adults. Strength are they are not bound
by the structure and they are adaptable coming to the
weaknesses less personal investment, and they have a tendency for
(04:52):
rejection of structure and rules. Coming to the millennials, this
generation is often for people who are born between nineteen
eighty one to nineteen ninety seven. Talking about traits, they
are feedback oriented, community oriented, and realistic for their career goals.
(05:15):
They have a potential for entrepreneurial opportunities. They prefer clear
direction and they tend to do frequent job changes and
prefer fun workplaces. Technically, regarding technology, they are comfortable with
(05:36):
the email, texting and grew up with internet and personal computers.
Strengths they are technologically adaptive and eager to make an
impact to the world. Weaknesses they are their need for
structural supervision, validation for unrealistic expectations for interesting work, and
(06:03):
lack of experience. The last one here I have is
zen z. This generation is often for the people who
are born between nineteen ninety eight to present. General traits
globally oriented, extremely tech savvy, pragmatic, and socially progressive. They
(06:28):
prefer lifetime work. They are not relying on social safety
programs to fund retirement. Technologically, they are good with texting
social media. They are born in the Internet world and
grew up with the mobile devices and talking about strengths,
(06:51):
so they are independent, technologically adaptive and value long term
professional development. Weaknesses short short attention, short attention span, and
lack of experience before they move to the to how
(07:14):
to bridge the generational gap, let's take a short break.
Speaker 2 (07:21):
Are you enjoying the New Heights Show on education? If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host pam La
(07:44):
Clark at six pm and Fridays for our Empowering HR
and the Workforce with host Manya Shupla at seven pm.
And don't forget to check out our organization's website for
the latest updates on courses, reading programs, comic books, magazines,
informational services and happenings for even to learn how you
(08:07):
can become a volunteer, consider donating to our calls at
www dot New Heights Education dot org.
Speaker 1 (08:20):
Welcome back everyone. There is a slight correction I would
like to make that in the earlier section where I
mentioned about the years of zen Z people who are
born between nineteen ninety eight, so their year I checked again.
It's between the demographic it's between between like late nineties
(08:46):
and early twenty tens, so it could be nineteen nineteen
ninety seven to twenty twelve. So this was the correction
that I would like to I would like to mention,
so yes. Coming coming back to our topic is how
are we going to bridge the generation generational gap? So
(09:12):
number one is hold training sessions to keep everyone on
the same pace and update it. Holding up a training
session regularly is a great idea and to increase more
productivity uh and listen the generation generational gap. Encourage each
team member from different generation to lead the training to
(09:32):
lead the training session based on their skills and expertise.
The second point I have here is open communication. Ask
team members what communication method they prefer and be open
to different formats. Email, group chats and in person meet
(09:54):
meetups are all strong in their own right. Finding something
that works for everyone, spare miscommunications and tell them that
the team value their communications style. The third, which is
which is one of the most important one is don't judge,
(10:17):
so generational expert generational experiences, guide work preferences and perspectives,
keep an open mind, and listen actively to best understand
where people are coming from. UH. Team development exercises, collaborative work,
and upward communication all help to le the UH to
(10:40):
less the communicator, to less the generational gap and encourage
cross generational team work. The fourth one I have is
rethink benefits, so age could influence the benefits that matter
most to the workers. Employee feedback surveys and in in
(11:00):
dept UH EXEIT interview are great ways to ensure that
everyone in UH in a multi generational workplace has what
they need. Additionally, I also found out UH these three
steps that maximize the value of multi generational workforce. So
(11:24):
number one is avoid avoid generational UH stereotype and assumptions.
So we should not put UH. We should not put
in a box and label them just because they are
born on a certain year. No one wants to be labeled,
whether they are talking about diversity in terms of ethnicity, gender, sexuality,
(11:45):
or generational identity. Individual want too. Individuals want to feel
respected and able to be UH and able to be
when when when they feel respected, they they are their
authentic selves in the workplace. The second one I have
(12:08):
here is recognize all employees as individual who have unique
valuable skill sets. See each and every employee as in assets.
Recognize the unique skills of employees and collaborate it with
others to achieve results. The third one I have here
(12:30):
is create a plan to promote multi generational knowledge sharing
across team and workplaces. It could be through training sessions,
reverse mentoring, coaching, or anything like any fun team games
where all generations are together. The next one I have
(12:52):
here is focus on shared values. While there are differences
between age groups, UH, they also have shared values. According
to McKenzie Research, people's expectations and needs are much the
same across generations. Nearly all employees want similar things from
(13:15):
their from their work experience, including flexibility, meaningful projects, crearing leadership,
etiquate compensation, and career development opportunities. As a manager, we
can UH, we can adopt a flexible management style UH
(13:37):
to bridge this generational gap.
Speaker 2 (13:39):
UH.
Speaker 1 (13:40):
Managing a multi generational workforce requires UH more than UH,
like more than thinking that the single approach will will
benefit all. It requires a lot of flexibility and like it,
it requires a lot of UH lot of thinking and considering,
(14:02):
considering each person's background, personalities, UH, experience and preferences UH
to to meet their needs. So UH at the end,
I just wanted to emphasize on a few things UH
to conclude this episode is that remember communication is the
(14:24):
key to bridge gap, appreciate the contribution of the youth,
value the knowledge and experience of the elder generation, and
encourage positive interaction and environment. So yes, So that's all
for today's episode. I hope it helped you in some
manner to work in uh in your organization with different generations.
(14:51):
Thank you and have a have a great weekend.
Speaker 2 (15:01):
The
Good evening everyone. Welcome to the New Heights Show on education.
My name is Malia Shutler and you are with me
on another episode of embarking HR within the workforce. You
go to podcast for them. This podcast is the way
(01:03):
of sharing insights on building a more effective and efficient
workforce while also focusing on your personal growth. If you
tune into our previous episode, thank you so much for
your support. We talked about reading a good habit. If
(01:23):
you missed it, be sure to check it out. Each
generation brings something new to the organization, and right now
we are working with probably four generations at our workplace,
and each generation is entering a transformational phase in its career.
(01:47):
Today then X is taking over leadership rules. Millennials have
become the largest workforce demographic. Zen Z is beginning its journey,
while baby Boomers may be ready to move into retirement
if they are all if they are not already there.
(02:11):
Today I will be sharing some insights on how we
can work together with generational gap. And before I begin,
I would like to mention that I have listed on
all the differences and the websites from which I took
help to make this episode. So let's start by looking
(02:34):
into what each generation's characteristics are. For this I took
the information from the book A Clash of or Clash
of the Generations by Valerie M. Grub So. Number one
baby boomers. This generation is often for people who are
(02:57):
born between nineteen forty six to nineteen sixty four. General
trade of this generation team oriented, optimistic, and formal. For
career goals, they want long term stability, clear hierarchies, and
(03:17):
few to zero job changes. For communication and technology, they
used phone facts and were introduced to personal computer as adults.
The strengths of this generation are team player, willing to
(03:40):
put extra efforts and talking about weaknesses, so difficulty in
dealing with conflicts, and trouble thinking out of the box.
Number two we have is zen x so. This generation
is often for people who are born between nineteen sixty
(04:01):
five to nineteen eighty. General traits are self reliant, cynical,
and informal regarding their work and work or career goals.
They want work life balance. They prefer only necessary job
changes and prefer flexible schedules. They are comfortable in email, texting,
(04:28):
and they are introduced to internet and personal computer as
children and young adults. Strength are they are not bound
by the structure and they are adaptable coming to the
weaknesses less personal investment, and they have a tendency for
(04:52):
rejection of structure and rules. Coming to the millennials, this
generation is often for people who are born between nineteen
eighty one to nineteen ninety seven. Talking about traits, they
are feedback oriented, community oriented, and realistic for their career goals.
(05:15):
They have a potential for entrepreneurial opportunities. They prefer clear
direction and they tend to do frequent job changes and
prefer fun workplaces. Technically, regarding technology, they are comfortable with
(05:36):
the email, texting and grew up with internet and personal computers.
Strengths they are technologically adaptive and eager to make an
impact to the world. Weaknesses they are their need for
structural supervision, validation for unrealistic expectations for interesting work, and
(06:03):
lack of experience. The last one here I have is
zen z. This generation is often for the people who
are born between nineteen ninety eight to present. General traits
globally oriented, extremely tech savvy, pragmatic, and socially progressive. They
(06:28):
prefer lifetime work. They are not relying on social safety
programs to fund retirement. Technologically, they are good with texting
social media. They are born in the Internet world and
grew up with the mobile devices and talking about strengths,
(06:51):
so they are independent, technologically adaptive and value long term
professional development. Weaknesses short short attention, short attention span, and
lack of experience before they move to the to how
(07:14):
to bridge the generational gap, let's take a short break.
Speaker 2 (07:21):
Are you enjoying the New Heights Show on education? If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host pam La
(07:44):
Clark at six pm and Fridays for our Empowering HR
and the Workforce with host Manya Shupla at seven pm.
And don't forget to check out our organization's website for
the latest updates on courses, reading programs, comic books, magazines,
informational services and happenings for even to learn how you
(08:07):
can become a volunteer, consider donating to our calls at
www dot New Heights Education dot org.
Speaker 1 (08:20):
Welcome back everyone. There is a slight correction I would
like to make that in the earlier section where I
mentioned about the years of zen Z people who are
born between nineteen ninety eight, so their year I checked again.
It's between the demographic it's between between like late nineties
(08:46):
and early twenty tens, so it could be nineteen nineteen
ninety seven to twenty twelve. So this was the correction
that I would like to I would like to mention,
so yes. Coming coming back to our topic is how
are we going to bridge the generation generational gap? So
(09:12):
number one is hold training sessions to keep everyone on
the same pace and update it. Holding up a training
session regularly is a great idea and to increase more
productivity uh and listen the generation generational gap. Encourage each
team member from different generation to lead the training to
(09:32):
lead the training session based on their skills and expertise.
The second point I have here is open communication. Ask
team members what communication method they prefer and be open
to different formats. Email, group chats and in person meet
(09:54):
meetups are all strong in their own right. Finding something
that works for everyone, spare miscommunications and tell them that
the team value their communications style. The third, which is
which is one of the most important one is don't judge,
(10:17):
so generational expert generational experiences, guide work preferences and perspectives,
keep an open mind, and listen actively to best understand
where people are coming from. UH. Team development exercises, collaborative work,
and upward communication all help to le the UH to
(10:40):
less the communicator, to less the generational gap and encourage
cross generational team work. The fourth one I have is
rethink benefits, so age could influence the benefits that matter
most to the workers. Employee feedback surveys and in in
(11:00):
dept UH EXEIT interview are great ways to ensure that
everyone in UH in a multi generational workplace has what
they need. Additionally, I also found out UH these three
steps that maximize the value of multi generational workforce. So
(11:24):
number one is avoid avoid generational UH stereotype and assumptions.
So we should not put UH. We should not put
in a box and label them just because they are
born on a certain year. No one wants to be labeled,
whether they are talking about diversity in terms of ethnicity, gender, sexuality,
(11:45):
or generational identity. Individual want too. Individuals want to feel
respected and able to be UH and able to be
when when when they feel respected, they they are their
authentic selves in the workplace. The second one I have
(12:08):
here is recognize all employees as individual who have unique
valuable skill sets. See each and every employee as in assets.
Recognize the unique skills of employees and collaborate it with
others to achieve results. The third one I have here
(12:30):
is create a plan to promote multi generational knowledge sharing
across team and workplaces. It could be through training sessions,
reverse mentoring, coaching, or anything like any fun team games
where all generations are together. The next one I have
(12:52):
here is focus on shared values. While there are differences
between age groups, UH, they also have shared values. According
to McKenzie Research, people's expectations and needs are much the
same across generations. Nearly all employees want similar things from
(13:15):
their from their work experience, including flexibility, meaningful projects, crearing leadership,
etiquate compensation, and career development opportunities. As a manager, we
can UH, we can adopt a flexible management style UH
(13:37):
to bridge this generational gap.
Speaker 2 (13:39):
UH.
Speaker 1 (13:40):
Managing a multi generational workforce requires UH more than UH,
like more than thinking that the single approach will will
benefit all. It requires a lot of flexibility and like it,
it requires a lot of UH lot of thinking and considering,
(14:02):
considering each person's background, personalities, UH, experience and preferences UH
to to meet their needs. So UH at the end,
I just wanted to emphasize on a few things UH
to conclude this episode is that remember communication is the
(14:24):
key to bridge gap, appreciate the contribution of the youth,
value the knowledge and experience of the elder generation, and
encourage positive interaction and environment. So yes, So that's all
for today's episode. I hope it helped you in some
manner to work in uh in your organization with different generations.
(14:51):
Thank you and have a have a great weekend.
Speaker 2 (15:01):
The
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