70% of HR leaders opined that managing a multigenerational workforce is one of the biggest challenges they face today.
Randstad India’s Talent Trends Report
The 21st century workforce is more intricate than ever before, with workers ranging from the age of 18 to 75 in most companies in India. The workforce in the 21st century is divided into four distinct generations: Boomers (1946-1964), Generation X (1965-1979), Millennials or Generation Y (1980-1991), and Generation Z (2001-2009). The first two generations are prevalent in the workforce today and are considered the most experienced. Gen Y and Gen Z are just entering the corporate world. The amalgamation of generations has added diversity to the work environment, as each generation brings its own set of expectations, needs, values, preferences, attitudes, aspirations, and working styles. With so much diversity, HRs have started facing challenges in managing and retaining these four generations together.
Adapting to a changing workforce, Rajkamal Vempati, head of human resources at Axis Bank, points out, “The talent is not scarce but abundant. However, the challenge stems from the evolving landscape of a multi-generational workforce, necessitating tailored solutions instead of a universal approach.“
Every generation undoubtedly holds unique viewpoints on issues such as work ethics, authority, and leadership. Many HR leaders in large companies believe that while working together across different generations offers numerous benefits such as knowledge transfer, diverse talent pipelines, and diverse perspectives, it also presents unique challenges. These differences, though subtle, can evoke misunderstanding and result in conflict if not managed well. “Their needs and aspirations differ. Gen Z is just entering the workforce and seeks development opportunities and work-life balance. Millennials frequently prioritize accelerating their career growth and discovering their purpose. Gen X brings extensive experience but expects flexibility as it juggles responsibilities like family,” says Anupam Laura, Chief Human Resource Officer, Kotak Mahindra Bank.
With such colossal diversity among generations, bridging the gap between them is paramount. Understanding the employees, their perspectives, and implementing various strategies can achieve this.
Looking at the on-going generational crisis, HRs are enforcing concepts like reverse mentoring, where younger employees mentor seniors in areas like advanced technologies, digital trends, and customized skills while emphasizing collaboration and open communication. India’s biggest software service exporter, Tata Consultancy Services (TCS), for instance, uses iConnect, a collaborative tool helping juniors reach out to senior mentors for career guidance. In FY 2023, the company recorded 29,000 iConnect sessions, according to Fortune India.
Similarly, Emirates Group, a well-known aviation and travel services provider in the Middle East, proudly epitomizes successful multi-generational workforce management. The company has implemented a full-suite employee engagement strategy, including tailored development programs for various age groups. Regular intergenerational workshops and team-building activities helped them foster collaboration across multiple generations.
However, in a country like India, where nearly 66% of the population is under 35, understanding differences between generations becomes a key factor in the success of any organization. In words of Sitaraman Kandi, CHRO, Tata Motors, a company where approximately half of the workforce is Gen Zs and Millennials and the other half is Gen Xers, “Gen Zs are more tech-savvy and aspire to have meaningful, challenging work; Millennials prioritize work-life balance, flexibility, and purpose-driven caregivers. Gen Xers value stability, experience, and opportunities to leverage expertise to mentor younger colleagues and contribute to organizational growth.”
According to data shared by LinkedIn, Gen Zs are more inclined towards learning programming languages, data science, data analysis, and cloud computing, while Millenials are more focused on leadership or project management skills. Gen Xers are drawn to fields such as management, data science, personal effectiveness, and project management.
As India gets younger, Gen Zs are voicing their opinions and questioning the current work culture of Indian companies. “Gen Zs and Millennials are challenging conventional norms to rewrite workplace dynamics in India. Where Millenials see long work hours as a red flag, Gen Zs don’t want to do multiple roles without fair pay. As both cohorts express optimism about career growth and learning opportunities, Gen X Indians are looking forward to boosting confidence within current roles,” says Richer Anand, senior director, talent and learning solutions, LinkedIn India.
With so much diversity in work, technology, and other fields, HR can’t hire or rely on the talent of just one generation of workers. To bridge the gap between different generations and foster an environment that embraces and praises all, companies must leverage the strengths and skills of all generation workers.
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