Generational diversity, what comes to mind? This is a question I have asked myself several times in my experience at Syscons, a dynamiccompany with diverse teams. Diversity, particularly generational diversity, is a key asset for us, but also a challenge, which deserves special attention.
In this blog, as HR Generalist at Syscons , I want to reflect on how different generations interact in the work coobntesto and how we can leverage generational diversity as a lever for growth andinnovation.
A challenging combination
Syscons, like many modern companies, has an average age of about 37. This means that our team includes both people with years of experience behind them and young talent who have entered the workforce in recent years. This combination may seem difficult to manage, but it is precisely in this diversity that we find our strength.
Very often, younger members find themselves working side by side with senior colleagues, and vice versa. The coexistence of people from different generations can cause difficulties in communication and work priorities, but, if managed properly, it can lead to an incredibly rich and productive work environment.
Baby Boomer Generation and Generation Z
When I think about the generations that make up our company, the differences between the priorities of Baby Boomers (over 50) and those of younger people, particularly Generation Z, is obvious. Baby Boomers tend to have a view of work related to values such as sacrifice to achieve success.
On the other hand, Generation Z (and even Millennials, in some respects) have a decidedly different view of work. Their focus is shifting toward work-lifebalance and organizational well-being. It's not just about being good at your role, but about working in an environment that values your physical and mental well-being. These generations are more focused on flexibility and work-life balance.
The Bridge Between Generations: Millennials and Generation X
We should not forget that there are also intermediate generations, such as Millennials and Generation X, who can bridge these two visions of work. The Millennials, born between the 1980s and 1990s, are a generation that experienced the transition from the analog to the digital age and absorbed so much of the values of the previous generation, but at the same time began to question some traditions to seek a balance that reflected the new demands of modern life.
Members of Generation X, born between 1965 and 1980, experienced the transition between a pre-digital and digital world. These professionals are experts in balancing the expectations of previous generations with the demands of younger ones, thus serving as natural mediators . This makes Generation X critical in a context like Syscons, where bringing diverse mindsets together is essential for success.
Creating opportunities for growth through diversity
In conclusion, I believe the key to a harmonious and productive work environment is to embrace generational diversity as an opportunity for growth. Each generation has something unique to offer and can teach others something new. Younger people can bring creativity, freshness , and digital vision, while more experienced people can share their experience, learn to appreciate new ways of working, and offer support to new generations.
A company's strength lies in its ability to integrate diverse experiences, viewpoints and skills, thus creating a synergy that not only improves business results, but also makes the work environment more stimulating and enriching for everyone.
