Q&A: Multigenerational Melting Pot with Aishwarya Kadam

Q: Aishwarya, you've worked in various industries, including education, IT, and gaming. Can you share your observations on the generational differences in these sectors?

Aishwarya: "Certainly. In the education and IT sectors, I've noticed a higher presence of older generations, who bring a wealth of experience and knowledge. In contrast, the gaming industry is attracting a younger crowd, particularly Gen Z and millennials, who are drawn to the dynamic and creative nature of the field. As I mentioned in our previous conversation, 'Gen Z and millennials are shifting to the gaming industry, while older generations are still more prevalent in traditional sectors.'"

Q: How do you engage different generations in workplace activities and create an enjoyable environment for everyone?

Aishwarya: "It's essential to recognize the unique strengths and preferences of each generation. For instance, older employees may prefer traditional team-building activities, while younger ones might enjoy gamified experiences. By offering a mix of activities and encouraging cross-generational collaboration, we can create an inclusive and enjoyable workplace for all. As I previously noted, 'It's important to engage all generations in workplace activities and keep the environment enjoyable for everyone.'"

Q: You mentioned that millennials and Gen Z are more inclined towards freelance or contract work. How do you think companies can adapt to this trend?

Aishwarya: "Companies can embrace this trend by offering flexible work arrangements, such as remote work or project-based contracts. This not only caters to the preferences of younger generations but also allows companies to tap into a broader talent pool. Additionally, providing opportunities for skill development and career growth can help attract and retain freelance or contract workers. As I shared in our earlier discussion, 'Millennials and Gen Z are preferring freelance or contract work, which allows them to utilize their skills across multiple projects.'"

Q: With the younger generations being more technologically savvy, how can companies bridge the technology adaptation gap between older and younger generations?

Aishwarya: "Bridging the technology gap requires a two-pronged approach. First, companies should provide training and support to help older employees adapt to new technologies. Second, they should encourage younger employees to share their knowledge and expertise with their older colleagues. This can be done through mentoring programs or informal knowledge-sharing sessions. As I mentioned before, 'Younger generations are more technologically savvy and are able to leverage AI and other advanced tools to their advantage. There is a significant gap in technology adaptation between older and younger generations.'"

Q: You've transitioned between different fields in your career. How important is it to keep up with the changing trends and requirements of each industry?

Aishwarya: "It's crucial to stay updated with industry trends and requirements, especially in dynamic fields like gaming. As an HR professional, I've had to adapt my strategies and approaches to suit the specific needs of each industry. Continuous learning and staying informed are key to success. In our previous conversation, I emphasized the importance of 'transitioning from different fields and keeping up with the changing trends and requirements of each industry.'"

Q: How important are soft skills training and mentoring within an organization, regardless of age or experience level?

Aishwarya: "Soft skills training and mentoring are vital for all employees, regardless of age or experience level. Soft skills, such as communication, teamwork, and problem-solving, are essential for building strong interpersonal relationships and achieving success in any role. Mentoring provides valuable insights and guidance, fostering a culture of continuous learning and growth. As I mentioned in our earlier discussion, 'Soft skills training and mentoring are crucial within an organization, regardless of age or experience level.'"

Q: How does HR deal with performance issues among different generations?

Aishwarya: "Dealing with performance issues requires a tailored approach, considering the individual's experience level and the circumstances leading to the performance decline. It's essential to have open and empathetic conversations with the employee to identify the root cause and provide the necessary support. This may include additional training, mentoring, or adjustments to their workload. As I previously explained, 'Each situation needs to be understood and handled individually, considering the person's experience level and the circumstances leading to the performance decline.'"

Q: What are some strategies that companies can implement to manage a multi-generational workforce effectively?

Aishwarya: "Effective management of a multi-generational workforce involves promoting inclusivity, encouraging cross-generational collaboration, and providing tailored training and development opportunities. Companies should also foster a culture of mutual respect and understanding, where employees of all ages feel valued and included."

Do you work in HR?

Email abhash.kumar@springworks.in and let’s talk :)

Note: All views expressed in this interview are personal and not linked to any organization.