The Asheville Area Chamber of Commerce’s WomanUP initiative supports women in business while focusing on connectivity, support, and inspiration. Annually, WomanUP events include two main workshops, the WomanUP In Action series, and the WomanUP Awards ceremony each November.

On August 1, the WomanUP Workshop discussed generational differences in the workplace. Keynote speaker Val Grub, author of Clash of the Generations: Managing the New Workplace Reality, shared her expertise in elevating and retaining employees to help businesses succeed.

Effective communication and feedback were highlighted as crucial for creating an employee-centric culture, and leaders were encouraged to assume positive intent in their interactions with employees. Overall, the conversation emphasized the importance of prioritizing profitability and sustainability while also considering the impact on employee morale and loyalty.

With fewer individuals entering the workforce and many approaching retirement, businesses must prioritize employee retention. As Gen Z becomes the largest generation in the workforce, it is imperative for employers and leaders to understand the values of these individuals in the workplace.

The trend of the gig workforce is increasing. Fewer employees maintain extended tenures at one company, and even fewer are interested in working overtime hours. Job sharing, formerly a trend employers were not interested in, is a model that can be beneficial for all parties. The numbers of the gig workforce are expected to rise to 51% of the workforce by 2027, so determining how to make the best use of employees’ time, and quickening onboarding processes is becoming essential.

The majority of the gig workforce are under the age of 34, and it’s important to evaluate their skills while mentoring them as they integrate into positions. Asking what they know about a certain subject can be a helpful place for leaders to begin, while avoiding assumptions about what they do or do not know. Properly engaging, motivating, and mentoring someone involves identifying where they are, then meeting them at that point to fill in the gaps. Embracing that different generations come with differing skillsets and creating dialogue to positively address those is crucial.

Different generations look at life through different lenses. Understanding the value each of these can bring to the table can create diverse teams, while being openminded and hearing suggestions and concerns, is necessary to maintain a positive workplace culture. Recognizing and showing employees their value and connecting that to a higher purpose can go a long way.

It is also imperative for employers to address the current workforce skills gap. Rather than manual labor, high-level cognitive skills are increasing in demand. The increasing presence of AI and automation at many levels in business can be leveraged to perform less important tasks, saving the tasks requiring higher intelligence for employees. Digitization can be challenging for older generations, and knowledge and experience cannot be replicated by technology. Devising ways to delegate tasks between knowledgable employees and automation can save time and frustration for employees and clients.

Understanding values of different generations in the workplace can help determine the best way to recruit and retain employees. Career development, the opportunity to do meaningful work, and workplace flexibility are all values that have become more important than financial compensation for Gen Z. They must feel happy in the work they do. Gen X and millennials have larger amounts of debt and responsibility, so financial compensation remains a higher priority for these generations. 

Expanding opportunities through resources, coaching, and education opportunities contributes to employee retention. Elevating employees to take on additional responsibilities encourages motivation while helping engage those below their level. This empowers mentees to become leaders, and creates layers of accountability.

Effective leadership involves accepting feedback as well as confirming mentees hear and understand communications in the way leaders intend. Having brave conversations and encouraging each individual to be a team player can go a long way. Admitting mistakes and using them as learning experiences, using effective communication methods, respecting peoples time, assuming positive intent, considering different ideas, and pointing out positive work are also important in boosting morale of employees. 

Aligning company values with the incoming generation is also essential. Younger generations tend to prioritize environmental friendliness, and consider companies’ values when determining the right workplace fit. Mental health is an increasing priority, so having healthcare policies reflecting that can be helpful in recruitment. Work/life balance is a contributor to mental health, and while working less hours is a priority, tapping into the values of this incoming workforce will help bring employees with more dedication and more longevity.

Understanding the perspectives and values of diverse generations in the workplace and meeting individuals where they are can not only improve employee engagement and retention, but boost success for business.

To learn more about the Asheville Area Chamber of Commerce's WomanUP initiative, visit AshevilleChamber.org/WomanUP.