how to overcome intergenerational communication barriers

One of the issues behind ageism is the lack of exposure to other people from different generations, which leads to unfamiliarity and uncertainty of how one would be perceived by another.

Miscommunication across generations has detrimental effects. When a message is miscommunicated, it can lead to wrong actions, which in turn may hinder progress. In the workplace, this can translate into lower levels of productivity and efficiency, which will cost companies in the long-term.

To ensure that members of all generations are integrated in the workplace, companies can do more to encourage cross-generational communication. Exposure to different age groups can help employees develop sensitivities to different styles of communication, reduce their biases and broaden their perspectives.

1. reverse mentoring

Reverse mentoring is a tried-and-tested method that is practiced in many global companies, such as P&G, General Electric and Accenture. Contrary to traditional mentoring programmes where senior-level employees mentor junior colleagues, the younger employee assumes the role of the mentor in reverse mentoring programmes.

Reverse mentoring aims to facilitate shared learning between employees of different backgrounds and ages. It allows more established employees to gain a better understanding and awareness regarding the issues that younger generations are concerned about. These issues notably include hot-button topics like diversity, inclusivity and climate change. It also exposes them to newer technologies and social media platforms that they would otherwise not know of, such as search engine optimisation and social media platforms like TikTok.

Such cross-generational initiatives help facilitate interactions between members of different generations, allowing them to come together and share their respective perspectives.

2. shadow boards

Another strategy to increase the exposure of employees on different sides of the age spectrum is introducing shadow boards. Shadow boards consist of a group of younger non-executive employees, brought together to share their business-related insights and perspectives with senior executives.

For example, Gucci enlisted Gen Z-ers and Millennials to form a shadow committee to discuss new approaches and ideas with senior executives and industry experts. Since its implementation, Gucci’s sales have grown 136% between 2014 and 2018, a growth attributed to the success of their online strategies.

3. multi-generational teams

Another thing companies can do to encourage cross-generational communication is to deliberately create multigenerational teams that work together on a daily basis. This maximises the levels of exposure and interaction between employees from different generations. The more employees communicate with a member of a different age group, the more those intergenerational barriers will be broken down.

As employees gain better awareness and understanding of the different intergenerational communication styles, terms that perpetuate generational stereotypes like ‘Snowflake’, ‘Strawberry Generation’ and ‘OK Boomer’ would be less likely to be thrown around.

join companies that have diversity and inclusion policies.

To maintain an engaged workforce, it is important for companies to display an inclusive corporate culture, with anti-ageist policies put in place. Many employers are able to gain a competitive edge in the search for talent because workers are drawn to their no-nonsense diversity and inclusion rules. Employees also feel a sense of safety when they work in these organisations, and are therefore, more motivated, focussed and productive at work.

Connect with us today to find out how your company can improve your employer brand and appeal to a wider selection of talent.

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