A Multi-generational workplace consists of employees with varying ages across multiple generations. In today’s workplace there are five generations co-existing, namely: Traditionalist (1927-1945), Baby Boomers (1946-1964), Generation X (1965-1978), Generation Y/Millennial (1979-1996), and Generation Z (1997 to Present). The workplace has become diverse and multi-generational as generations Y and Z enter the workforce while Baby Boomers are still actively working.
As more Millennials and younger generations penetrate the workplace, these particular age groups are considered the largest in the labor force in the US*.
The Philippines' set up on the other hand is not far from this reality as well. More than a quarter (27%) of the labor force are Millennials and is expected to grow by year 2020, comprising half of the global workforce.
An online survey is done by Trendseekers in order to gather relevant information on multi-generational workplace dynamics within companies in the Philippines. The survey was open for employees and entrepreneurs regardless of their field of work. The survey ran for 3 months – from July 2019 until September 2019. The questions include the Demographics of the respondents and their industry affiliation.
Results:
1. Demographics
The total number of respondents are 82: comprised of 35% male respondents and 64% female respondents, while the remaining 1% did not specify. For the age group distribution, 39% of the respondents belong to the 20-25 age group, 12% are coming from the 26-30 age group, 11 % are from the 31-35, 36-40, and 41-45 age group, 8% come from 46-50 age bracket, 6% is from the age group 51-55, and the remaining 1% of the respondents are from age group of below 20 and 56-50. Half of the respondents who answered the survey came from Generations Y and Z, implying that the current workplace is dominated by employees from these generations.
2. Industry Affiliation
The industry affiliation of the respondents are as follows: 14 respondents are from Development Finance, 12 respondents are from the BPO industry, 11 respondents are from the education sector, 10 respondents are from the Government sector, 5 respondents are from Banking and Finance, 4 respondents are from non-governmental organizations, 3 respondents are from the consultancy industry, 2 respondents each from Financing, Information Technology, Real Estate, Research, Services, and Training and Business Consulting Industries, and 1 respondent each from Advertising, Digital Media, Food and Beverage, Healthcare, International NGO, Logistics, Marketing, and Pharmaceuticals.
3. Key Results
The top 3 factors that motivates employees to work were identified: incentives and benefits (31%), workplace relationship (27%), and physical workplace (23%). The results imply that employees prefer to work in a company that has better incentives and benefits.
The results show what employees liked the most in working in a multi-generational workplace: diversity with 54 responses, open-mindedness with 42 responses, vibrant workplace with 35 responses, creativity with 32 responses, and dynamism with 29 responses. From the responses gathered, diversity was the preferred aspect in a multi-generational workplace.
The challenges of employees in a multi-generational workplace were observed: work-style differences with 61 responses, adaptability in culture, processes and systems with 47 responses, communication barrier with 27 responses, shift in organizational culture with 23 responses, and other factors determined by the respondents such as management, policies, and different priorities with 3 responses. From the result above, although diversity in the workplace was the most preferred aspect of employees, work style differences was deemed as the most challenging factor in a multi-generational workplace.
The generational climate in the workplace was also recognized. The results are as follows: 31% were in a workplace with Mixed but Predominantly Millennial generation, 23% composed of a Pure Millennial generation, 20% composed of a Mixed but Predominant Generation X, 10% composed of Pure Generation X, and 10% composed of Half Generation X. It was validated that the generational climate has become predominantly composed of the Millennial generation.
In the last question, respondents were asked if they are willing to work under someone younger. Eighty-seven percent of the respondents answered yes for the following reasons: knowledge and experience, culture associated with each generation can bring new ideas and concepts at work, fresh ideas and vibrancy, willingness to learn, competence, inspiration to employees, variety of ideas, and creativity and productivity. While the remaining 13% answered no for the following reasons: maturity issues, work style differences, pride, attitude, and inexperience.
Based on survey responses, the Millennial generation comprises a majority in the workplace. While diversity is the most preferred aspect of employees in multi-generational workplace and work style differences is deemed as the most challenging factor, it is apparent that a multi-generational workplace can thrive as long as the management can cater the needs of its employees. Each generation has its own concerns and preferences. Differences might be considered as a challenge but this can be solved through proper communication. As the workplace is evolving, the management should be able to sustain a balanced working environment by involving their employees in the decision-making process so that everyone can co-exist without much challenges in the organization.
Trendseekers will post another batch of online surveys, so stay tuned and don’t forget to like our page, click here. Happy working!
*Based on a study conducted by Pew Research Center of US Census Bureau Data.
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