“Bridging the Generation Gap” is a phrase often heard these days, thanks to challenges presented by rapidly evolving technology, modern thinking that inevitably accompanies youth, and an aging boomer population that can’t always keep up. Employers are seeking advice from articles like this one from Fast Company, but there’s really no perfect solution to keeping different age groups – and likewise different backgrounds, viewpoints, and experience levels – all on the same page. So while companies are still learning to embrace these challenges, the variety presented by generational diversity can actually be quite advantageous for their clients.
For example, clients are able to choose from a broader scope of skill sets and a wider knowledge base. Younger professionals might have more familiarity with current software programs, while building and executing effective strategies usually comes with a longer resume.
Communication bases are also better covered. Tech-savvy youngsters are likely to be more in touch
with the latest social media platforms while seasoned veterans can be more comfortable engaging in face to face contact, both of which are important avenues for communication depending on the audience or situation.
And though younger generations, especially those without family commitments at home, are more available for networking and making new connections, the deep-seeded relationships that come from decades of community involvement are invaluable.
So while companies might be inclined to seek vendors that are “young and energetic,” or “senior and experienced,” keep in mind that balance is best, and the generation gap might actually work in your favor.