New research highlights generational tensions affecting productivity in UK and US workplaces.
- Generations with significant age gaps report lower productivity due to collaboration issues.
- Firms practising intergenerational inclusivity show improved productivity, especially among younger employees.
- Key skills identified for productivity include active listening, time management, and decision-making.
- A global trend shows an ageing workforce, emphasising the need for inclusive work practices.
New research from the London School of Economics and Political Science (LSE), in collaboration with Protiviti, reveals that generational tensions are impacting workplace productivity in the UK and US. The study involved a survey of 1,450 employees across the finance, technology, and professional services sectors. It found that younger workers, particularly those with managers significantly older than themselves, reported lower productivity attributed to a lack of effective collaboration. This phenomenon, described as the ‘productivity manager age gap’, suggests that generational differences in work preferences may hinder cohesive team dynamics.
According to the research findings, 25% of employees surveyed self-reported low productivity. A detailed generational breakdown shows 37% of Gen Z, 30% of Millennials, 22% of Gen X, and 14% of Baby Boomers acknowledged experiencing low productivity levels. Particularly, employees with managers over 12 years their senior were nearly 1.5 times more likely to report decreased productivity than those with closer-aged supervisors. The data implies that age-discrepancy between employees and their managers can negatively affect output, underscoring the importance of creating inclusive environments that bridge the generational divide.
Highlighting solutions, the research indicates that companies adopting intergenerationally inclusive practices notice enhanced productivity rates among younger employees. These practices aim to standardise merit-based advancement and ensure equal contribution from all generational cohorts in collaborative scenarios. Notably, firms with such inclusive environments report that the proportion of Gen Z employees with low productivity falls from 37% to 18%, while Millennials experience a drop from 30% to 13%. Across these firms, 87% of employees indicated high productivity levels, in stark contrast to 58% in non-inclusive workplaces.
The study underscores the significance of skills like active listening, time management, and decision-making as crucial to productivity across all generations. Emphasising the need for such skills, Dr Grace Lordan of LSE states that teaching these abilities to managers could yield substantial productivity gains. This recommendation aligns with the broader implication that generationally inclusive work environments not only boost productivity but also increase job satisfaction, with employees being less inclined to seek employment elsewhere.
These insights emerge at a pivotal time as the global economy faces anticipated slow growth in 2024, according to the OECD. This economic context places increased pressure on organisations to enhance productivity. The research, marking the first phase of a collaboration between LSE’s Inclusion Initiative and Protiviti, aims to guide firms in leveraging diversity for organisational effectiveness and sustained success.
The research clearly suggests that embracing intergenerational inclusivity in the workplace can significantly drive productivity and employee satisfaction.
