Intergenerational coexistence is at the center of the II Etalentum report

Among the main positive aspects, entrepreneurs highlight a greater diversity of perspectives, since combination of experiences and approaches of different generations enriches decision-making and encourages innovation. They also highlight as a benefit the sharing of knowledge between younger and more experienced employees, creating an environment for continuous learning and improvement of team performance. For the businessmen When established, seniority is complemented by the freshness and adaptability of new generations, generating a balance that supports the growth of the company.

Despite this, achieving a harmonious and productive coexistence between Baby boomersGeneration X, Millennials and Generation Z require additional efforts from businesses. Organizations recognize that they face the challenge of accommodating different ways of seeing each person’s work. age group and they are concerned with achieving effective communication.

To overcome these challenges, companies consider it urgent to implement measures. The most frequently mentioned is the promotion of interaction spaces and collaboration among employees of all ages, then fostering an inclusive company culture, encouraging dialogue and creating mentoring programs.

“In our professional activity as a company specializing in personnel selection, we observe an evolution in the perception of different generational groups. Initially, we saw an overvaluation of Millennials, then the influence of Generation Z. Currently, we are seeing a renewed interest in senior professionals, valuing their experience and commitment. Fortunately, the trend toward generational diversity is cementing itself as a key strategy for achieving sustainable competitive advantage,” he says. David Boixader, CEO of Etalentum.

The “Report II Etalentum” also asked companies what characteristics they attribute to each age group. For human resources directors, baby boomers are people who value effort, commitment to the company and job stability. Generation X stands out for its flexibility, its level of autonomy and its search for a balance between personal and professional life. Popular Millennials are, for companies, workers who prioritize work balanceprofessional development opportunities and use of technology. For employers, what defines Generation Z is that they seek jobs that combine purpose, creativity and continuing education.

For their part, the workers interviewed consider that the main obstacles to intergenerational coexistence are differences in values ​​and prioritiesas well as different levels of technological knowledge. However, they recognize the importance of diversity of perspectives and mentoring as key factors in the success of intergenerational teams.

For 63% of those surveyed, interacting with other generations is usual, while 34% say they do it often, but not always. For 46%, the main problem in relationships is communication by having different values ​​and priorities.