Engagement Archives

Aligning Generations At Work: Fostering A Multigenerational Workplace

Every generation comes with a reputation for how they supposedly behave in the workplace. Fair to say that some of the traits are unfairly assigned!

But these stereotypes exist due to an evolution of attitudes and behaviours over the decades.

For example, if you compare the mindset of a Baby Boomer and a Gen Zer, you’ll incur vastly different opinions.

These different attitudes can sometimes cause conflict in the workplace.

So, it’s vital that your leaders and team understand each of the generations within your workforce and how you can foster multigenerational harmony.

Let’s explore the concept of a multigenerational workplace in greater detail so that you can avoid unnecessary conflict and maximise the varying skills you have within your team.

What Is A Multigenerational Workplace?

A multigenerational workplace is one where your team is made up of people from different generations, meaning varying age groups. As many people are choosing to work into their later years, it is becoming more and more common to have a wide range of generations throughout your workforce.

The 4 main generations in the workforce at present are:

Baby Boomers (born 1946-1964): Known for a strong work ethic and their loyalty, often prioritising job stability over career progression.
Generation X (born 1965-1980): With a strong element of self-reliance and resourcefulness, they prefer autonomy and a good work-life balance.
Millennials (1981-1996): Having grown up with technology they are very comfortable with digital tools, often drive technological innovation, and prefer collaborations.
Gen Z (born 1997-2012): Highly proficient in technology and social platforms they value diversity and inclusion and like to seek opportunities for innovation.

Some workplaces may even have a further diverse split and include the octogenarians of the Silent Generation and the younger teens of Generation Alpha. While there are many benefits to having all of these different skills and viewpoints in your business, it is important for everyone to remember that they will have different perspectives and communication styles. These differences can create waves if you are not careful.

A Multigenerational Workplace Looks Like…

There are a few common characteristics of a multigenerational workplace:

Diverse age groups: You could potentially have a large age range within your workforce. There may be those who are just starting out their careers and those with decades of experience. As we just mentioned, this diversity generally spans four generations, but could be up to six!

Varying Work Styles: The different generations often have varying approaches to how they work. These can range anywhere from the more traditional hierarchical manager and employee relationship to a flatter structure with a much more flexible and collaborative approach – and everything in between! These all need to be handled and managed in different ways.

Communication Preferences: The technological evolution has played a major part with how the different generations tend to communicate. Older generations may prefer face-to-face, telephone or email communication, while younger employees could prefer digital methods like instant messaging or video calls.

Diverse Expectations: Each generation will have expectations about how a workplace should operate, the balance they create between work and personal life, the amount of career progression they will strive for, and the values and culture of the organisation they choose to work for.

Navigating The Divide

In today’s diverse workplace, fostering collaboration among different generations can be challenging. That’s where a tool like Extended DISC can provide your team with valuable insights that can help bridge multi-generational gaps by enhancing teamwork and understanding. Here’s a taster…

Tailored Communication: Identifying individual communication styles allows team members to adapt their approach to suit colleagues from various age groups.

Identify Pressure Points: Extended DISC uncovers each person’s motivators and stressors, promoting understanding and a more empathetic and supportive work environment.

Healthy Debate: By revealing underlying behavioral patterns, Extended DISC aids in conflict resolution, making it easier for your team to address and resolve disagreements constructively and positively.

Leadership Style: The tool enhances leadership effectiveness, enabling leaders to understand their default style and to tailor their approach to meet the needs of a diverse team.

Build Community: Extended DISC fosters mutual respect and appreciation, as team members learn to value the unique strengths and perspectives each generation brings to the table.

By leveraging these insights and many more, organisations can create a more cohesive, productive, and harmonious multi-generational workforce.

The Benefits For Your Business

While there may be some bumps along the road to navigate when the culture collision of the varying generations occurs, there are a lot of advantages that a multigenerational workforce can bring.

Some of the most valuable benefits are:

Innovation: Different generational perspectives can lead to more innovation in your business and spawn creative solutions to problems that might arise. A diverse team will create a fascinating brainstorm and may even devise some out-of-the-box solutions. By combining traditional methods with newer ideas, you may create a new and efficient way of doing things.

Wider Skill Sets: Every generation will have skills that the others do not. So, when you combine all those strengths together, you create a more versatile and skilled team overall. Often, the older team members will bring experience and a depth of knowledge, while younger employees can bring a fresh perspective and digital flair.

More Opportunities To Learn: Professional development should always be a priority, but formal courses and workshops are not the only places to learn. Team mentorship can create just as many learning opportunities. And it doesn’t only have to be the more senior team members mentoring the youngsters. Think reverse mentoring everyone has something valuable to teach, so maximise the potential!

Better Decisions: Diverse teams make better decisions as they can consider a wider range of perspectives and experiences. This can lead to more effective and well-rounded strategies for your organisation.

Stronger Workplace Culture: By valuing the contributions of all generations, your team will feel respected and engaged in their work. This can lead to a positive workplace culture with higher job satisfaction and employee engagement – which means better talent retention and lower employee turnover.

Encouraging Intergenerational Harmony

While there may be certain instances where opinions may differ, there is no reason why there can’t be strong intergenerational teamwork within your business. Here’s how you can enhance collaboration:

Ditch the Stereotypes

People may come into the business with preconceived notions about how certain individuals may behave because of their age. It is important to squash those stereotypes by fostering inclusivity. Once people interact and get to know each other, they will realise that age is no barrier to connection.

It’s all about communication and encouraging discussions that reverse the misconceptions individuals might have about the people around them. Identify any assumptions and open the conversation surrounding them to remove barriers and create a positive and psychologically safe environment.

Shared Purpose

Uniting your team under one set of values and goals will show them that they aren’t all that different. When they are all working towards a common goal aligned under one vision, you will find there is a sense of unity that breaks down any generational divides.

Highlight the Benefits

As a leader you know the benefits that can come from a multigenerational team. But the team themselves may not realise the treasure trove of experience, innovation and ideas they collectively possess. So that they learn this valuable lesson, create opportunities for colleagues to work together and learn from each other. This could be in a mentorship arrangement or simply a collaboration of minds with complementary skills.

Build Community

Chats around the figurative water cooler are a good starting point. But you can take the social connections even further to build a strong community within your team. Informal team gatherings, communal work and community spaces or virtual meet ups will all encourage your team to connect casually and form friendly bonds.

Smooth The Way

Subtly navigating the challenge of connecting a multigenerational workforce can sometimes feel like you are walking on eggshells. But, as this is a challenge that almost every business will face, it is important to handle it well.

That’s where Extended DISC and the Spice Gals come in!

With Extended DISC we’ve helped numerous businesses navigate the unique challenges of creating a community and common understanding within a multigenerational workplace. And we’d love to do the same at yours.

Reach out to our team today to see how we can help you.

How Inclusion Is Playing A Leading Role In A Great Work Environment

Inclusivity is a buzzword in the HR field.

Of course, you want to create a space that is warm and welcoming for all team members regardless of age, gender, culture or background.

But inclusivity can be so much more than that.

Embracing the full potential of your team members and creating a positive working environment is incredibly valuable on a personal and professional level.

That’s why inclusion is playing a leading role in retention, innovation, and so many other key areas of business. Let’s investigate this further to see how you can create an inclusive environment at your workplace.

What Is An Inclusive Workplace?

Creating an inclusive workplace is not about investing thousands of dollars or overhauling the way you do things. It is simply about creating an environment where everyone feels valued, respected, heard and supported regardless of their background, identity, or differences.

Leading from the top, focusing on inclusivity is creating a place where diversity is not only acknowledged but celebrated. All individuals should have equal opportunities to contribute, grow, and succeed.

Everyone should feel a sense of belonging, no matter who they are. Age, gender, race, culture, religion, sexual orientation, disabilities, or economic background should not be factors – in fact, you should actively work against discrimination or unconscious bias in these areas.

Inclusion is the way, as it fosters a place where people want to be every day and encourages the desire to work towards the common goals of the business.

The Value Of Inclusion

Inclusion is a valuable thing to foster in any environment, but especially in the workplace. Here’s why:

Self Confidence

Knowing you belong and matter helps you to have greater self confidence. New Zealand is becoming an increasingly diverse place. So, it makes sense that our workplaces are becoming equally diverse. Sometimes, majority groups can make others feel excluded simply because they have a habit of emphasising what they have in common.

This isn’t always done intentionally, but it has the negative impact of making those in the minority feel like an outsider. This can negatively impact their self confidence and make them less likely to engage with their role, the business, and the rest of the team.

If everyone can be consciously aware of their behaviour and foster inclusivity, every team member can feel confident, happy and engaged in their work.

Innovation

Businesses that innovate can stay relevant and reach their full potential. That’s because they can adapt to the constantly changing environment that surrounds them and come up with creative solutions to challenges.

When inclusivity is a focus, all your team will feel empowered to speak up and offer their ideas. This is when the best solutions come to light as you can gain perspective from all areas of the business to create practical innovation that works.

Retention

When your team feel the sense of belonging, support and fulfilment that inclusivity brings, you can significantly increase your staff retention rate. If they feel valued and included within your company, then they are more likely to develop a strong sense of loyalty.

Creating a space full of equal access development opportunities, flexible work arrangements for all, fair and inclusive policies, along with a diverse leadership representation shows your team that anyone can succeed and advance within the business. This obviously sets the stage for good talent acquisition and retention.

Why Inclusion Is Playing A Leading Role

Because the world is such a diverse place, inclusivity is a big focus, and it should be. More and more people want to work in an inclusive workplace. They seek out businesses that offer this environment for two reasons. The first one is obvious, they want to feel like they fit in. The second reason is that they don’t want to be part of a company where their colleagues might feel excluded.

That’s why inclusion is taking a leading role in creating engaged and productive workspaces. When inclusion is a core business value you can get the best from your people as they all feel respected, heard and valued. Most importantly, your people will feel safe.

Creating An Inclusive Workspace

Core Values

Simply creating a diversity policy is not enough. Inclusivity needs to be embraced by everyone in the company, not simply seen as a policy to follow. When everyone embraces the concept of inclusivity, then they will all have an opportunity to thrive in an empowering environment.

This vibe should start from the top down with management leading the way. When your managers and leaders show sincerity and genuine interest in inclusivity it helps to intertwine these concepts into the daily behaviours of the business.

Seek Feedback

It can be difficult to know what your team want from a workspace unless you ask them! Collecting feedback is a powerful way to discover what your employees value. The way to produce the most fruitful results is to have them complete an anonymous employee survey so each team member can express their views without fear or judgment.

Collecting the feedback is only part of the process though. Once you have the results, it is important to make company wide changes in line with the needs of your team.

Review

Another important task is to review what is taking place in your business currently. What are some quick fixes you can enact to support a model of inclusivity? Getting some quick wins on the board will show your team you are committed to progress.

Then, it’s time to examine the more time-consuming aspects like policies, recruitment and remuneration. Employee policies should not have any barriers to inclusion. Review what policies you have in place and make changes accordingly. Clearly communicate to all your team what discrimination and harassment look like and the resulting consequences of this negative behaviour.

Your recruitment process should ensure any vacant role is equally accessible to all applicants and that no particular groups will be negatively impacted in the recruitment process.

Remuneration should be transparent and carefully structured. That way you can give guidance on starting salaries and any bonuses while ensuring pay equity is in place for all segments of the workforce.

Include Inclusion

Inclusion should be part of everything that you do. It should become part of your onboarding process so that new team members instantly feel welcome and connected to your business. It should also be part of the daily practices within your office, with meetings, activities and conversations that promote inclusion and understanding.

Don’t forget virtual inclusion either! Remote work is great for flexibility, but it can be isolating. Maintain human connection with those working remotely and ensure mental health resources are available for all.

Making Your Workspace Inclusive

No one wants people to feel excluded, but sometimes it can feel overwhelming to tackle inclusion in the workplace. Gaining the calm and practical advice of an expert HR team can take the stress out of the process and ensure nothing is missed.

The Spice Gals are the team to help you!

With extensive HR experience and a true focus on the human side of Human Resources, this is an area we are passionate about. We’d love to help ensure your workplace is a space where everyone feels relaxed, accepted and valued. Chat with our team today to see how we can help!

Extended DISC®: The Secret To A Better Workplace Environment

Wouldn’t it be great if you could have insight into who your team members really are?

To understand their behaviours and how you can make them gel as a harmonious team.

Well good news, Extended DISC® can provide you with this information and more.

A form of psychometric testing carried out through a simple self-survey process, you can learn everything you need to create a fantastic working environment as well as establish how new candidates might fit into that dynamic.

Nope, it’s not witchcraft. Such a tool does exist!

Read on to find out more about it.

Extended DISC®: The Secret To A Better Workplace Environment

What Is Extended DISC®?

Extended DISC® personality assessments can help you maximise the performance of your business by giving you a greater understanding of the personalities within your team and how they might work together. Sounds pretty fancy, right?

As Extended DISC® practitioners, we can help you delve into who your people are and how they approach their work. Using a short self-assessment tool, current or potential employees answer a number of questions. The answers to those questions will reveal helpful insight into their unconscious behaviours and the adjusted conscious traits they have in the workplace.

Knowing more about your team’s personalities can help you manage them better and maximise the key skills they possess. DISC profiling can also be helpful as a recruitment tool to give an indication of how someone might fit into your existing team dynamic.

What Does DISC Mean?

DISC is an acronym created by the four primary personality types that the psychometric testing reveals. It stands for:

D – Dominance

When individuals present with the Dominance characteristic, it means that they show assertiveness, competitiveness, and are direct in their communication and decision making. Many D type personalities are results oriented and like to be the ones in charge.

I – Influence

If Influence is the main characteristic of someone’s personality, then they are people oriented, sociable, enthusiastic and persuasive. They love to make social connections in the workplace and often relish collaborative opportunities where they can work with others.

S – Steadiness

Having Steadiness produces individuals who are patient and dependable, preferring stability in their working lives. They tend to be very loyal and trustworthy team players who can listen well and work autonomously. They have a good balance between being task oriented and people oriented.

C – Compliance

If Compliance is the main trait, then people tend to be analytical, logical, and conscientious. That means they like structure and rules! But they are also excellent problem solvers, able to think deeply about challenges and issues that arise.

While most people will have a dominant trait, they will also have signs of the other traits in their working behaviour too. That’s why DISC reports can be so insightful.

Where Can Extended DISC® help?

The Extended DISC® process is really helpful in two main areas of your business:

Recruitment

One of the biggest challenges of recruitment is establishing whether a candidate is going to be a good fit for your existing team. They might have the right skills and experience on paper, but paper doesn’t tell you about their personality. Well, unless that piece of paper is a printout of a DISC report!

By understanding the behaviours of candidates or internal applicants, you can ensure they are placed in the right roles within your company. Set them up to succeed in the role and you will enjoy greater staff retention and better productivity from your whole team.

Ongoing Business

When you understand your team better, you can achieve more. Communication, conflict resolution, development, and workplace culture can all be improved with greater insight into your team’s behaviours. You can even enhance sales and customer service strategies by adapting them to appropriately fit the behaviours of your sales and service teams.

The Benefits Of Using DISC

Better Recruitment

Truly establish who is the best fit for the role by having the Spice Gals link your Job Description to an Extended DISC® Recruitment Report. This can help you to shortlist the right candidates by measuring the values and competencies that are non-negotiable for your business during the recruitment phase.

Couple that with other assessments like skill and cognitive ability testing, along with matching their job-relevant competencies based on their personality traits, and you will position yourself to find the ideal candidate every time.

Better Team Culture

When everyone understands each other better, it helps to create a positive team culture. People feel more valued, so become more invested in their roles and in creating good outcomes for the business. This positivity reduces conflict and creates a better working environment. And when people are happy in their work, they are more productive and give a consistently better performance.

All of this adds up to increased staff retention, better engagement from individuals, and an overall positive team culture.

Better Development

Ongoing development is essential for good business performance. DISC can help you identify the areas of development that are going to be most beneficial for your individual team members.

Not only can you help your team develop better communication and increase their skill and knowledge base with ongoing learning, coaching and leadership development, but you can also boost team dynamics.

Finally, you can be consciously aware of the common stress triggers for each of your team, allowing better leadership development and people management.

Time To Be Better?

Extended DISC® can help your business be better in so many ways. And if you’d like access to this amazing tool, we can bring it to you.

As Extended DISC® Accredited Practitioners, we can use the Extended DISC® system to help with recruitment, personal growth, team building and leadership at your workplace.

We have a number of different DISC reports that can give you the insight we’ve just discussed. So, we’d love to get to know you and your business better so that we can recommend the best option for your organisation.

Chat with the Spice Gals today.