Panel III

Panel III:
Innovative HR: Bridging gap between Gen X and Gen Y

In today’s organizations, as many as four to five generations work together. The multigenerational workplace is more exposed to age biases that can lead to job and organizational unsatisfaction. However, gaps between generations may be smaller than anticipated, with many generations sharing similarities in values and organizational commitment. Even if the “generation gap” is small, eradicating bias and creating a diverse work environment is important for organizational success.

There always has been a generation gap in organizations since the dawn of civilization. Old people are little rigid with their ideas and they consider them as ultimate and ideal. Many of the HRs still struggle to bridge the gap between the Generation X and the elders and adding to this, there is a new entry in the generation pyramid Generation Y.

Many large firms are researching on the social and behavioral patterns of millennials and are trying to innovate programs that decrease intergenerational disunity and increase relationships of reciprocal understanding between the older employees and Millennials. Both generations have similarities for sure. Being tech savvy and the willingness to rebel against boomer norms have brought them together for a short time. But as more of Gen Y enters the workplace, Gen X is becoming increasingly marginalized.

Generation X accepts diversity, has a pragmatic approach and are self-reliant. They reject rules and have a killer life. They are tech-savvy, multi-tasking and more hooked to PC. They are latch-key kids and draw a line between family and friend. Regarding their work they are casual and need a friendly work environment. They favor flexibility and freedom.

Meanwhile, Generation Y celebrates diversity, are optimistic and self-inventive. They rewrite rules and have a killer lifestyle. They are more addicted to the internet. They assume technology and like to multi-task. They nurture and equate friends as family. Regarding work, they are more in favor of a structured, supportive work environment and believe more in personalized work and interactive relationship. They are always prepared for demands and have high expectations.

With so many differences in both the generations, it becomes very important for HR to bridge this gap so that both the generations can work together amidst rising disruptions to make the organization function more efficiently. The intergenerational divide, if left unchecked, could harm organizational harmony and wider team-based success. The problems of intergenerational division surround change management. It is important to understand that adjusting to change can affect individuals from different backgrounds in different ways which willhelp to reframe the entire narrative.

The focus of discussion would be directed towards bridging the gap between Gen X and Gen Y in this age of digital disruption and what kind of innovative strategy should be applied to maintain this diversity.