How the Pandemic is Pushing the Multigenerational Workforce Forward: 5 Trends to Watch in 2020

The COVID-19 pandemic has forced businesses into a grand experiment on the future of work—advancing practices of telework, testing office culture as we seek greater inclusion, and creating a new normal for all of us.

Despite the ongoing challenges that have been presented by the pandemic, there are a number of positive developments that I see as a win for businesses and workers in the multigenerational workplace. We recently shared insights from a survey of nearly 6,000 global employers confirming that older workers are contributing to the multigenerational workforce in unique ways—remaining in the workforce longer, defying stereotypes, and contributing to business growth and higher profit margins.

Last week I joined a Reuters discussion that examined our new workplace normal, including remote work, office culture, and inclusiveness in a multigenerational workforce. Our panel, which was moderated by Lauren Young of Reuters, included several experts in workplace diversity, inclusion, and engagement: Sheryl Battles, VP of Pitney Bowes, Dan Schwabel of Workplace Intelligence, and Emily Graham of FleishmanHillard.

Here are 5 takeaways from that discussion and our survey that can help businesses grow and succeed in these unprecedented times:

1.   Embrace Technology. The COVID-19 pandemic forced many of us into a remote work environment, and we all quickly shifted to greater technology use required to connect from home. Older workers and young workers alike have proven adept at teleworking, debunking the myth that older workers are technophobes. Technology is also “fusing generations together” in a way that has not been done before, allowing workers to collaborate in new and positive ways. Continuing to help all workers adapt to new technology that allows remote connectivity is imperative to unlock the workforce potential today and in the future.

2.   Offer Flexibility: According to our recent survey, as a result of the pandemic, 54% of global organizations have started allowing staff to work remotely either entirely or more often. And surveys before and during the pandemic show that remote workers are just as productive or more productive than in-office workers. It is clear that embracing flexible work options can help enable an age-diverse workforce when paired with the right age diversity and inclusive policies. Pitney Bowes had a flexible workplace culture prior to COVID-19 with over 45% of the workforce already in a flexible work arrangement, either at home or a combination of on- and off-site. And the company cites flexibility as a competitive advantage offered to their diverse workforce: annual engagement surveys have shown that flexibility has come back as a one of the top 3 reasons why people stay at the company. Flexibility has also proven important for many employees who are also caregivers for older family members or children, who may need flexibility to balance work and caregiving responsibilities.

3.   Promote Self-Care. Approximately 25% of the people who are working from home today had never done so before COVID-19. And it is not unusual for those now-remote employees to spend 10-12 hours per day working in front of a screen. That can come at a cost. That meeting time on camera may lead some to burnout while it may leave others craving casual conversation. Employees may be resistant to taking a vacation when they have nowhere to travel. And caregivers may be facing burnout as they balance work and home responsibilities. The bottom line is that offering physical and mental safety is a new competitive advantage for companies. 

4.   Communicate with Transparency. Despite the many challenges we have faced, none of us across the multigenerational workforce has been through a pandemic before. In this and other times of crisis, there is no such thing as over-communicating. Communicating with authenticity, empathy, and transparency will help build trust and strong relationships with your employees, and in turn, contribute to retention and morale. In light of the inequities that have been further exposed during the pandemic, employees likely want to have an open conversation about organization culture – what does the organization stand for, how do employees from various backgrounds see the culture, and how can the organization do better in light of recent events? By ensuring two-way communication and making space to listen to employees, employers can adopt policies that employees are more likely to embrace and adopt.

5.   Ensure Diversity. Diversity equals business success. Businesses prosper when they cultivate a multigenerational workforce that maximizes diversity, equity, and inclusion. Our recent survey found that companies with above-average diversity in age, gender, nationality, career path, industry background, and education on their management teams report innovation revenue nearly 20% higher and profit margins nearly 10% higher than others. And multigenerational teams perform better. Older workers appreciate the creativity of younger workers and younger workers appreciate the value of older workers’ experience and wisdom. They build a stronger pipeline of talent by providing continuity, stability, and retention of intellectual capital.

COVID-19 has accelerated the adoption of recent workplace trends. As we work through all of the challenges we are experiencing right now, I have great hope for the future. I believe we can seize this moment to leave behind practices and habits that did not serve businesses or their employees—the outdated policies, the unhelpful biases and stereotypes, and the old models that have held us back. We can adopt new policies and practices that will allow us to work more efficiently and effectively, ensure increased innovation and profit for businesses, and protect the health, safety, and happiness of our multigenerational workforce, who are living, learning, and earning longer.