Interview, 23.10.2024

The future is young and old! Recognizing and using the potential of intergenerational cooperation.

Demographic change and a shortage of skilled workers are massively changing age structures and the way people interact with each other in teams and organizations. How can intergenerational cooperation succeed in companies and in everyday social life? Entrepreneur and author Dr. Irène Y. Kilubi gives valuable impulses. In an interview with Kay Mantzel, New Work Ambassador at workingwell, she advocates recognizing and taking advantage of the opportunities offered by age and generation diversity. Her thesis: passion, potential and personality before age.

Irène, if we look at the age diversity in companies. What is the biggest challenge right now?

A major task of companies is currently to find a balance between the needs of older employees on the one hand and the requirements of the younger generations for a modern working environment. Specifically, it is about the points:

  • Exchange and management of knowledge and experience
  • Adaptability to new technologies
  • Promoting health and productivity
  • Creating an inclusive workplace culture, and
  • Planning for retirement and succession of older employees.

Companies need to actively address these challenges in order to fully exploit the benefits of age diversity while maintaining the performance of their workforce.

I would like to cite a survey conducted by the Mercer & Bertelsmann Foundation (2020).  It shows that 45.5 percent of companies see the different demands and values of the generations as the greatest challenge when it comes to age diversity. For 29.9 percent of respondents, the retention of knowledge among the older workforce is one of the most important aspects in this context. Reverse leadership, in which experienced employees are managed by younger managers, is considered by about 23.2 percent of companies to be an important point in the coexistence of young and old.

From the employee’s point of view: What issues do employees struggle with when it comes to age inclusion? Can you observe differences within the age groups?

Yes, the differences do exist. Employees are confronted with different issues and challenges depending on their age group.

Employees from 38 to about 55 years of age have to find the balance between professional demands and family obligations. This age group has mostly leveled off in their professional development. Older employees aged 55 and over, on the other hand, see adapting to new technologies as particularly challenging. They may struggle with ageism in career development and may face health restrictions.

So my advice to companies: Create a supportive and inclusive work environment that takes into account the needs and potential of all age groups!

And how do we achieve this? How can companies – but also managers – contribute to this in a targeted manner?

There are a number of measures that companies and managers can use to do this.By implementing mentoring programs, knowledge management systems, and fostering a learning culture, companies can sustainably secure the prevailing knowledge and experience of the entire workforce.

Ongoing training, a supportive environment for technology adoption, and the use of intergenerational teams are key to an organization’s agility and adaptability. The introduction of health promotion programs, flexible working arrangements and support for health challenges have a crucial impact on the well-being of employees in the workplace. Fostering an inclusive culture, the avoidance of age discrimination and the promotion of cooperation between different age groups have a positive effect on the work culture in companies.

Finally, succession planning strategies, retirement advice and support to continue working beyond retirement age create a supportive work environment that reflects age diversity.

All of these measures aim to create an inclusive and supportive work environment that makes the most of the potential and contributions of all age groups.

I also had some big challenges myself when I founded my social impact initiative Joint Generations. In the beginning, I had to lead many volunteers . That often pushed me to my limits. But I asked myself the questions: How do you motivate people and what do they need to be passionate about a topic? For me, situational leadership became the right approach over time, which responds individually to people. Again, however, it is my best way, for others it can be a different way.

 What advice do you have for us: What opportunities does each and every one of us have to improve cooperation with people of other age groups?

I would like to give you the following recommendations:

  1. Be open to new perspectives and experiences from people of different ages.
  2. Listen actively and respect the opinions and viewpoints of others, regardless of their age.
  3. Consciously seek exchange with people of different age groups and learn from each other.
  4. Share your knowledge and be willing to learn from the experiences and expertise of others.
  5. Be flexible in dealing with different work styles and communication preferences.
  6. Show understanding for different priorities and challenges at different stages of life.
  7. Actively advocate for a work environment that values diversity and different perspectives.

From my own experience, I know that people often underestimate others. Everyone should be sure that they always get a chance to prove themselves and not just hope for it. Because as a young woman, I was often underestimated and unfortunately not always respected. But I want us to always respect everyone – regardless of age, skin color or gender.

 


Dr. Irène Kilubi is a university lecturer, keynote speaker and founder of the social impact initiative “Joint Generations”. After many professional positions for well-known companies, she now follows her personal passion and dedicates herself to the topic of “Joint Generations”. Her book, “You are more than a number – Why age doesn’t matter.”, was published at the beginning of 2024.

 

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