Intergenerational practices are very positive for organisations, but many of them do not know what they are or how to use them.
Intergenerational practices are becoming increasingly used nowadays; however, considering the benefits they can bring to organisations with a multigenerational workforce, their use should be further promoted among them. But in order to increase their use, it is also necessary to broaden the knowledge of organisation as to what intergenerational practices are.
Intergenerational practices are a tool to promote the understanding between generations through different activities in which generations can learn about others and get a positive outcome from them, always stressing a ground of respect between them. But once that the meaning is clear, other questions appear. How is intergenerational learning done nowadays? And in what way intergenerational learning can be used?
Probably, the best way to answer any question that may arise is by explaining real cases of how organisations that use intergenerational practices. Here come some of them:
Updating digital skills of older workers
robably the most common case of intergenerational practices is this one. Many places, including institutions and businesses, promote intergenerational learning of new technologies by having younger workers teach older workers about them. Intergenerational learning is one of the most effective tools for this matter because there is no better way to learn digital skills than through people who are already familiar with them. Also, it is a relatively easy job for younger workers who are already good at digital skills, but it also becomes good practice to learn how to mentor other people.
Experience and knowledge sharing
Young people have a lot of passion, interest and willingness to do things and make a difference in the world. However, they usually lack one thing: experience. Experience is a key element in making a worker better prepared for any sudden event that may arise, not only in the working position but at life. And no one has more experience, at least related to an organisation that the older generation of the workforce who has been working there for a long time, sometimes longer than the CEO itself. Older workers can teach younger workers the perks of the job, they can pass all the experience and knowledge they have gathered through the years, and this is also positive for the organisation since it saves a lot of time of relearning things that the older generation has already learnt.
There are many other examples of how intergenerational can be used. Intergenerational learning will help older generations to pass their experiences and knowledge that young generations need (cooking, repairing, childcare, etc.) and younger generations can teach older generation new technologies and perspectives. What is important is to let know through all types of organisations how these practices are incredibly positive for improving the labour ambiance, but also the labour skills included in the organisation. Looks like intergenerational practices are a win-win for all parties.
