the foHRsight podcast: Four Generations at Work: Building an Inclusive Workplace

In Episode 97 of the foHRsight Podcast, host Naomi Titleman speaks with Kim Tabac about the unprecedented opportunity and challenge of managing four generations (well, technically six counting those working into their 80s and Gen Alphas starting their first jobs!) in today's workplace. With extensive experience in senior HR roles at both large multinational companies and startups, Tabac brings unique insights into this critical workplace dynamic.

Understanding Today's Workplace Demographics

As Tabac explains, "For the first time in history, there are four generations in the workforce that are basically equally divided…

- Millennials make up approximately 35% of workers

- Gen Z represents 30% of the global population

- Gen X and Baby Boomers continue to hold significant leadership positions

they all bring very different value sets and a very different relationship to the working world."

This demographic shift affects both internal operations and customer relationships. "They're our employees, but they're also our customers," Tabac emphasizes, highlighting the importance of understanding generational perspectives for both workforce management and market success.

Breaking Down Generational Values and Stereotypes

Each generation's workplace attitudes reflect their unique historical context:

Baby Boomers
- Influenced by parents' Great Depression experiences
- Value stability and career progression
- Strong belief in organizational loyalty

Generation X
- The "feral generation" who grew up with working parents
- Pioneered work-life balance concepts
- Value independence and resource management

Millennials
- Witnessed parents face restructuring
- Seek meaningful work and regular feedback
- Strong focus on work-life integration

Generation Z
- Entered the workforce during the pandemic
- Globally minded and digitally native
- Highly focused on financial wellness and social impact

While it’s important to be aware of context, we need to be careful of stereotyping too generally.

Tabac emphasizes an important point about workplace stereotypes:

"The first thing about stereotypes is that stereotypes are real. And whether they are untrue or not, the perception is real and it really affects the way that we treat people and it affects our interactions with folks."

Common stereotypes for each generation include:
- Baby Boomers: Often viewed as workaholics resistant to change
- Generation X: Perceived as cynical and disengaged, often criticized for their work-life balance focus
- Millennials: Labeled as entitled and self-absorbed with a supposedly weak work ethic
- Generation Z: Characterized as easily distracted and over-reliant on technology

However, these stereotypes can mask the valuable contributions each generation brings to the workplace. As Tabac notes, "The most important thing that we need to do when we think about the generations... is understanding a little bit about how they grew up. How they grew up helps you understand their attitudes."

Instead of over-relying on stereotypes, however, organizations should consider each generation's unique context and strengths:
- Baby Boomers bring deep institutional knowledge and experience in navigating workplace dynamics
- Generation X contributes strong problem-solving skills and adaptability
- Millennials offer technological savvy combined with a desire for meaningful work
- Generation Z brings fresh perspectives on global issues and digital innovation

Opportunities Across and Among Generations

Different generations bring unique strengths and perspectives to work practices. For example:

Workplace norms
"Many of the workplace norms that we are currently working within were produced over 200 years ago," Tabac notes. "None of these norms of the way that we work have been challenged... Nobody asked, why do I go into the office every single day?"

Recognition
One insight Tabac shares is how recognition preferences vary across generations:

"I think about it on an axis of frequency and formality. Boomers are low frequency - they don't need to hear attaboys very often, but they like the formality. Gen Xs appreciate thank you notes... Millennials are higher frequency... They like social media posts, photos, shout outs. Generation Z [prefers] high frequency, high formality - they like everything to be highly personalized, highly focused, but they also really enjoy the public aspect of the praise."

Cross-Generational Collaboration
Tabac emphasizes the power of combining different generational strengths: "The older generations can help connect the dots to the history of the organization... while those who really understand the technology can help do things more effectively, more efficiently, quickly, at lower cost."

Knowledge Transfer
"Imagine a world where we suddenly lose access to the internet... Do they even know why we do what we do? Those who really understand the technology can help the older generations... But it's the older generations that can help connect the dots to the history."

Acknowledging unique perspectives, preferences, strengths and blindspots is critical when leading and collaborating across generations.

Providing Choice and Personalization

When leading a muti-generational team, leaders should be aware of and conscious of potential biases, so that they can lead in an inclusive and human-centered way.
For example, leaders should focus on:

- Offering flexible work arrangements
- Creating varied communication channels
- Developing diverse recognition programs
- Enabling technology choice

to maximize engagement and performance.

Tips for HR Professionals

Tabac suggests a few areas where HR practices and processes must consider the unique needs and preferences of each generation:

Succession Planning
"Succession planning has never been more important than it is right now," Tabac advises. Traditional timelines need rethinking: "A five year path to leadership no longer makes sense."

Benefits and Policies
Use these as opportunities to demonstrate company values: "Go back to your values. Always go back to values and say, as an organization that believes in A, B, and C, would we offer this policy?"

Skills Assessment
"The skills that we really value today didn't exist 10 years ago, and the skills that we're going to value tomorrow don't exist today," Tabac notes. Focus on hiring:

- Problem solvers
- Change-embracing individuals
- Resilient personalities
- Adaptive learners

"Be very intentional," Tabac emphasizes. "Understanding not only who is in your workforce and what they want, but how to drive the behaviors."

Looking FoHRward

The key to success lies in embracing diversity through intentional leadership and personalized approaches. By understanding and appreciating each generation's unique contributions, organizations can create stronger, more inclusive workplaces.

Listen to the full conversation with Kim Tabac on Episode 97 of the foHRsight Podcast for more detailed strategies on creating an inclusive multi-generational workplace.

Learn more about:
- Detailed strategies for cross-generational collaboration
- Leadership style adaptation techniques
- Inclusive workplace policy development
- Real-world success stories