Bridge the Multigenerational Skill Gaps with Mentoring

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As workplaces become more multigenerational, businesses are confronted with the challenge of leveraging the skills of a diverse workforce. To elaborate, with four generations (Baby Boomers, Gen Xers, Gen Yers or Millennials, and Gen Zers) currently working side-by-side, there are bound to be differences in how each group perceives their own priorities, and work approach.

For example, a Pew Research Center survey found that millennials placed higher priority on job security while it was the other way around for Boomers (40% vs. 31%). Thus, each generation will have some differences with others.

Mentoring can be a great way to bridge these gaps between generations. In mentoring, mentees share their skill sets, experience, preferences, and goals with mentors. Mentors work on their goals, priorities, and weaknesses, thereby, bridging any multigenerational skill gaps. We will learn about mentoring more and how it can be used to resolve various issues arising due to the multigenerational gap in this blog later.

Also Read: How Important Mentoring Is in the Workplace?

Is Multigenerational Gap and Multigenerational Skill Gap the same thing?

No, multigenerational gap and multigenerational skills gap are not the same. Let us see the difference between the two in detail.

Multigenerational Gap: The multigenerational gap is the difference in experiences, opinions, thoughts, beliefs, and values between generations. It’s the way different generations think and act differently from each other. For example, older generations may think technology is tough to understand, while younger generations may think it’s great.

Multigenerational Skill Gap: The multigenerational skill gap is the difference between the skills or the way one generation may handle work compared to the other generation. For example, an older generation might not know how to use a computer, while a younger generation might not know how to patiently listen and communicate effectively.

This multigenerational skill gap can have a number of negative consequences for businesses. For one, it can lead to tension and conflict between employees of different generations, also called intergenerational conflicts. It can also result in a lack of knowledge transfer from older to younger workers, impeding innovation and productivity.

Classification of Multigenerational Workforce

There are four types of generations working collaboratively in today’s workspace, and that very well defines diversity. Traditionalists or Veterans or Silent Generation (born between 1922 and 1945), Baby Boomers (born between 1946 and 1964), Generation Xers (born between 1965 and 1980), Millennials or Generation Yers (born between 1981 and 1997) and Generation Zers (born between 2000 and the present). Each generation brings different skills, values, and perspectives on the table.

Traditionalists are often seen as hardworking, disciplined, and loyal, but they may lack technological skills. Baby Boomers are often seen as ambitious and driven, but they may challenge established practices. Generation Xers are often seen as hardworking, independent, and resourceful, but they may not be as collaborative or at ease with face-to-face interactions. Millennials are often seen as tech-savvy and open-minded, but they may not have the same work ethic as older generations when it comes to better work-life balance. Generation Zers have poor listening and social skills. They see online communication as essential to their success as communicators due to their familiarity with the medium.

The key to a successful multigenerational workforce is understanding the skill gaps between each generation and finding ways to bridge those gaps. For example, Traditionalists may need help using new technologies, while Millennials may need help developing their interpersonal skills. By respecting the strengths of each generation, we can create a workplace that leverages the best of what everyone has to offer.

What are the challenges faced by organizations?

Working with a multigenerational workforce comes with a variety of challenges. For any team, understanding and managing the needs of all generations is essential, from different work styles to different approaches to communication. Here’s a look at some of the key challenges of working with a multigenerational workforce.

Communication Challenges: Different generations communicate in different ways. For example, millennials prefer texting and social media, while baby boomers tend to prefer face-to-face communication. Bridging the gap between these two groups can be a challenge but finding ways to communicate effectively with both is essential. Another challenge related to the multigenerational workforce is the gap in understanding and expectations. For example, baby boomers may have different ideas about what constitutes a ‘good work ethic’ than millennials.
Different Work Styles: Different generations have different work styles. For example, millennials tend to be more collaborative and tech-savvy, while baby boomers tend to be more traditional and hierarchical. Also, members of the veteran generation are often exceptionally committed to their companies and remain with employers for years. Baby boomers are known for being hard workers who are willing to put in long hours to get the job done. Generation Xers tend to work independently rather than in a team setting. And finally, Millennials are often seen as being people who are not afraid to ask questions or to question authority in a way that is constructive when compared to older generations.
Different Values: As the workforce continues to evolve, so does the composition of its employees, and each generation brings its own set of values and skills to the table.

Baby boomers are often lauded for their work ethic, dedication, and commitment to their careers. They’re also known for being loyal to their employer. They prefer long-term employment and like to be in a position of power and authority.
Generation Xers, on the other hand, value independence, self-reliance, and flexibility. They are also known for their entrepreneurial spirit and their desire to challenge the status quo. They’re adaptable and resourceful– qualities that come in handy in today’s fast-paced workplace. They like flexibility when it comes to managing workload more efficiently.
Millennials are often seen as tech-savvy, social media-savvy, and engaged in causes they believe in. They’re also known for being collaborative workers who thrive in team environments. That is, they prefer to keep a balance of work life with their interests in sports, hobbies, and volunteer work.
Generation Z is just starting to make its mark on the workforce. But already, this generation is known for being digital natives – comfortable with technology from a young age. They’re also known for readily prioritizing job benefits over pay.
Each generation brings its own unique set of values and skills to the workplace – making the modern workplace a more dynamic and interesting place to be.

Different Technologies: As digital natives, members of Generation Y and Generation Z are often thought to be equally familiar with various technologies. However, different generations have different levels of comfort and expertise with technology.
For example, a recent study by the Pew Research Center found that Millennials are more likely than Gen Xers or Baby Boomers to say they are very comfortable using a smartphone for work tasks. As per a study conducted by the Pew Research Center study of U.S. adults conducted in early 2019, 93% of Millennials possess cell phones, compared to 90% of Gen Xers, 68% of Baby Boomers, and 40% of the Silent Generation.
Also, a study reveals that Millennials are by far the most likely generation to not only possess the majority of the devices but also to use a greater variety of functions. For example, although mobile phones have become prevalent in American homes, the majority of cell phone users only utilize two of the primary non-voice functions: snapping photographs and texting. The majority of Millennials also use their phones to access the internet, exchange emails, play games, hear music, and record videos.
However, when it comes to other devices and platforms such as computers, laptops, and tablets, most generations own them. This suggests that every generation has its own strengths and weaknesses when it comes to technology.

Why is it necessary to address the multigenerational skill gap?

If you’re a business owner or manager, it’s important to understand the multigenerational differences in your workplace. There are several reasons to address the multigenerational skill gap. Firstly, as the workforce has become more multigenerational, more skill gaps need to be addressed.

Secondly, the multigenerational gap can create communication challenges. By understanding the different communication styles of each generation, you can help ensure that your message is being heard loud and clear by everyone on your team.

Finally, the multigenerational workforce provides a unique opportunity to tap into a wide range of skills and perspectives. By leveraging the strengths of each generation, you can create a truly dynamic and innovative team. According to the Global Talent Trends 2020 report, 89% of talent professionals believe a multigenerational workforce helps to create an efficient organization.

The multigenerational workforce is a growing trend in today’s workplace. With this comes the challenge of finding ways to bridge the communication gap between different generations.

One effective way of dealing with this challenge is through mentorship. Mentoring provides an opportunity for the mentee (employees or individuals) to learn from an experienced and knowledgeable mentor, often in the same field or profession.

Mentoring can help the mentee gain clarity of their goals, identify strengths and weaknesses, set realistic expectations, and develop strategies to reach those goals. Here are some key reasons why mentoring can be an effective tool to improve communication, and challenges posed by different work styles; differing values, and evolving technologies.

Communication

Mentoring can help a multigenerational workforce to deal with communication challenges in the following ways:

Helping Bridge The Generational Gap: Mentors can help bridge the generational gap by teaching younger employees about the company’s history, culture, and values. This can help them better understand the way operations are run in the company and how to communicate effectively with colleagues from different generations.
Increasing Understanding: Mentors can also help younger employees to better understand the values, motivations, and expectations of older colleagues. In fact, they can identify different unique and practical ways to communicate values and expectations through different channels that will drive higher performance.
Sharing Knowledge: Mentors can share their knowledge and experience with younger employees, aiding them to better acquaint themselves with the business and the industry. This would further allow them to communicate more effectively and make more informed decisions.
Offering Guidance: Mentors can guide younger employees on how to smartly handle the company’s work process and policies, giving them the tools they need to communicate effectively.

Different Work Styles

Mentoring is an invaluable tool for helping a multigenerational workforce to understand each other’s work styles and bridge any communication gaps. By using the right type of mentoring, you can create a more harmonious and productive work environment. Here are some ways by which mentoring can help a multigenerational workforce to deal with different work styles:

Intergenerational Mentoring: Mentors may implement a hybrid approach to work with large groups, small groups, and individuals. This can be especially helpful for bridging the gap between Baby Boomers and Millennials.
Reverse Mentoring: Reverse mentoring pairs a seasoned employee with promising young talents or Generation Zers. They can share their knowledge of new technologies and trends, while the senior employee can provide experience and wisdom.
Cross-Cultural Mentoring: Cross-cultural mentoring pairs employees from different cultures and backgrounds. This can help employees to get a hang of each other’s work cultures and create a more unified team.
Virtual Mentoring: Virtual mentoring uses technology, such as video chat and online forums, to connect mentors and remote employees in different geographic locations to connect and get a sense of their work styles.

Generation’s Values

Mentoring isn’t just about teaching and learning. It’s also about guiding people to understand new perspectives as different generations would value certain aspects in a working environment.

Let’s look at different techniques of mentoring to support values in a workplace:

Encourage Open Dialogue: Mentors give space to mentees for an open dialogue where mentees can grow with honest feedback. This kind of setting creates a safe space for everyone to express judgment. This can help build trust and understanding between generations. A research study found that open, flexible workplaces increase employee engagement.
Developing Understanding: Mentors can help mentees learn to understand and appreciate values of other generations by introducing them to different approaches and experiences. This can help mentees become open-minded about appreciating diverse values.
Celebrating Diversity: Mentors can also help mentees recognize the value of diversity in the workplace by celebrating the unique values and observances of each generation. This can help foster a culture of collaboration and respect in the workplace.

Disruption in Technologies

As a workplace turns multigenerational, it can be difficult for employers to ensure that everyone is up to speed on the latest technologies. However, mentoring is one of the best ways to bridge the gap between generations and help everyone to use technology more effectively.

Here are some examples of how mentoring can help a multigenerational workforce to deal with the challenge of using different technologies:

Cross-Generational and Reverse Mentoring: Cross-Generational and Reverse mentoring styles focus on knowledge sharing among different generations. For instance, a tech-savvy generation could assist the older generation in learning about new technologies.
Improved Communication: Mentoring can help to strengthen communication between different generations by encouraging open dialogue and understanding. This can help minimize misunderstanding and conflict, and promote collaboration.
Adaptability: Mentoring helps foster an environment of adaptability, where employees of all ages are encouraged to learn new technologies and use them effectively.

Conclusion

Mentoring can bridge multigenerational skill gaps by providing an opportunity for people of different ages to share knowledge, skills, and experience. And, Mentoring platforms can be one of the best platforms for mentors and mentees to connect, share resources, and build relationships and accomplish their goals.

Mentoring Complete is one such platform that can be used by organizations of all sizes to minimize multigenerational skill gaps. The mentoring platform uses an AI-based advanced matching system to match mentors to mentees within an organization.

So look no further than Mentoring Complete. Sign up today and bridge the gaps between generations within your organization!

Also Read: Mentoring In The Workplace: Importance & Benefits

Want to make your executive mentoring program successful? We’re happy to help you!

Frequently Asked Questions

Q: What are multigenerational skill gaps?
A: Multigenerational skill gaps can be related to technology, communication, values and other changing aspects of the workplace.

Q: Can the multigenerational gaps cause problems in the workplace?
Yes, multigenerational gaps can lead to conflicts in the workplace. These conflicts can arise due to differences in values, communication styles, work ethics, and expectations.

Q: Can mentoring be used to overcome multigenerational challenges?
Yes, mentoring can be a great way to bridge the gap between generations in the workplace as it enables different generations to share their knowledge and experience with one another.