Founder and Executive Vice President – Customer Engagement, actyv.ai
There was a time when Baby Boomers and Gen X ruled the workforce – going up to almost 2018. They made up most of the working population, especially leadership positions. This meant that there was only one approach to management – the rigid ‘9-5’ culture working according to the company’s dictates. The main goal? Capital gratification. Work was worship and the boss was always right. Many people simply endured the process, while some plain hated it. Then came the huge wave of Millennials – causing a seismic shift in the workforce.
By definition, Millennials are those born to the Baby Boomer generation – between 1981-1999. Millennials seek knowledge, have opportunities to do so, and look at technology as an enabler to optimise the workplace. Gen Z, those born after 2000, function in a similar manner. Unlike their predecessors of Baby Boomers and Gen X, these generations are not in awe of hierarchies and instead, are looking for a strong purpose in their work. They prefer a consultative leadership style and want their manager to be a coach and facilitator, rather than an authoritative boss. Millennials and Gen Z like to share their achievements, accolades, recognition and rewards on social media – a practice that boosts self-esteem. This generation reshaped the work landscape, placing emphasis on collaboration, purpose, and personal fulfilment.
Now here is a fun fact: as per the government’s Economic Survey, India is projected to witness a significant surge in its working age population, with 64.8% falling within the 15-64 years bracket by the year 2026. The conundrum, therefore, that is becoming apparent in the coming years, is that Baby Boomers who follow a carrot-and-stick approach will be at the helm managing Millennials and Gen Z who are not in awe of hierarchies. The existing structure does not allow for smooth and efficient work processes, but rather the clashing of two very different mindsets. As these two generations collide, a demand will arise for effective strategies to bridge the generational gap and foster harmony in the workplace.
Breaking the Paradigm
Breaking the paradigm can come in small ways. For instance, rather than holding annual impersonal performance reviews, embrace the practice of engaging in regular conversations with team members throughout the year. This can help foster a more collaborative relationship with the team, ultimately providing a unique and insightful perspective on how the company and its people function.
This is specially for those companies looking to globally expand and establish their presence, since they face no small feat. The expansion of teams means welcoming new generations into the workforce, therefore making it imperative to intensify efforts in shattering the existing paradigms and forging new paths forward.
The path ahead involves outlining big-picture goals and vision for the future as its first step. Only when people have the conviction and confidence in the company’s vision, does true magic happen! It is vital to recognise the need to adopt a fresh approach – one that fosters an environment where employees are inspired to bring their best self to work, while nurturing a culture of transparent and regular communication. This helps lay the foundation for remarkable achievements and an empowered workforce. Remember, a company is a sum of its parts, made up of its employees.
Everyone has a part to play. With the workforce set to include Baby Boomers, Millennials, and Gen Z, it is important to find a method that works. Both Millennials and Gen Z aren’t content with simply following instructions. They seek meaning and significance in their contributions. It is crucial to highlight the value of their inputs and emphasize that each employee plays a vital role in achieving the organization’s objectives. The key lies in forging a connection between individual aspirations and the broader goals of the company. By aligning these two dimensions, we can unleash the potential of the new generations, fostering a harmonious and purpose-driven work environment that paves the way for collective success.
Today, Millennials and Gen Z have access to knowledge hubs, and they thrive in cultures that foster collaboration through engaging meetings, brainstorming sessions and group training. Keeping this in mind and adjusting leadership styles can significantly contribute to cultivating a psychological safety net within the workplace. By fostering an environment that encourages open communication, shared ideas, and collective problem-solving, we lay the foundation for a sense of this psychological safety—a vital element for the growth and well-being of the incoming workforce.
This adjustment is not rocket science, change has always been constant in our dynamic world. From traditionalists to Baby Boomers, Gen X to Millennials and Gen Zs, each generation has adapted to new ways of working in order to survive and thrive. This change empowers leaders to expand and develop their leadership styles, encouraging them to consider the unique perspectives and preferences of different generations. Don’t just embrace change, lead the transformation and then watch the fireworks – the power to shape the future lies in our hands.
With a 30-year tenure in software, Ambrish Ojha, excels in service delivery, operations, CRM, and driving digital transformations with giants like SAP and UiPath