The Rise of Gen X, Millennials and Gen Z is not the End for Boomers

We are living in times where innovations are mostly tailored for the Gen X and millennials, pushing the baby-boomers at the dire end of the spectrum! The tone of brand marketing and social media advertising are usually in favour of younger audience.  However, workplaces need not mirror this generational shift, agree many employers and recruiters, globally.

Age is no doubt just a number. And about 56 percent of the employers are revamping their policies to appeal to a multi-generational workforce, proving the baby boomers and traditionalists are definitely cut out for full-time roles.  

If you disagree at first, I get it. The intrigue of social media and science of virality is what that makes the younger generation tick. And, the rate at which the new workplaces adopt new trends, tech fads and even buzzwords that come and go, the thought of cementing millennial and even centennial (those born between 1994-2010) seems like a much palatable option.

On a second thought, the baby boomers flourished at the times when technologies were scarce, their businesses thrived on their customer loyalty and they are better with finances! And let’s not forget the baby boomers are a treasure trove of experiences, professional and business wisdom and skills that cannot be taken for granted.

I have complied below a list of surprising, statistically proven facts and my personal views that suggest our older counterparts can be equally enterprising and relevant as Gen X, millennials and Gen Z employees:

·         They are getting ‘internet and device-savvier’: Almost half of the internet users in the U.S. are baby boomer population that watches YouTube videos.  And that’s not it! Unlike the younger users that consume short video content, the boomers are engaging in viewing lengthy video content. Perhaps their great attention span can be attributed to their affinity towards watching movies (32 percent) and art or theatre- related content (31.7 percent).

Also, the baby boomers are also becoming increasingly familiar with social media platforms and account for 29 and 30 percent view ad view rate on phones and tablets, respectively. Boomers hold the promise of high and deep online engagement proving they can be just as device and internet savvy at workplaces.   

·     They are More Resilient than We Think: They may have passively witnessed the dotcom bubble and remained financially well-padded to resist the jolts of recent economic downswings and layoffs. But boomers have had their own share of economic, political and cultural upheaval.  The hardships of living through times with single parent income, unemployment issues, large family systems, lower life-spans of primary caregivers, etc did not malign their flexibility or workplace participation. At the face of adversity, they are likely to be pragmatic and prudent in finding solutions.    

·        Work Ethics and Values are of Paramount Importance to Boomers and Traditionalists: Memes and posts on positivity, values, awareness and ethics are making rounds on the internet and may be calming the nerves of an anxious millennial. But the previous generation did not need reminders to work hard, take responsibility and fix things. Their outlook veered strongly towards work ethics and values and seldom took the path of  immediate rewards.  In the past, this made it possible to build organizations with strong work culture and DNA values.

·       Baby Boomers Have Real Communication at Work: Let's face it, ditching the screens and texts or emails to walk into a meeting room for face to face conversation with a coworker keeps it simple and real. The baby boomers prefer having a non-virtual face time and phone calls over chat messages, breaking down communication to simple and real conversations. Workplaces can surely emulate this policy to curb the tendency of teams and employees working in silos.      

·       They Hold on to their Jobs for Longer Duration: Quick attrition rates and tendency to explore 'what’s out there' entices younger population, while the older workforce prefers committing long term to their roles and employers. Hiring older, but much experienced talent could be the answer to the 5Ws and one H of employers struggling to retain their workforce. Hiring seniors and allowing ‘retunships’ could help set a new precedent on job stability and growth in the career roles that younger generation need to consider.

I am aware it may seem confounding to argue whether the generational differences would take a wrong turn at workplace. Building practices and policies that cater to a multi-generational workforce is what truly makes every organization an equal opportunity employer. What do you think? Leave your thoughts in the comments.