On Tuesday, October 1, HC3 hosted the latest session in the Future of Work series, focusing on generational differences. In collaboration with HC3's parent organization Third Horizon and HC3 community partner Corporate Coalition of Chicago's Resiliency Network, this event featured a robust dialogue around the complexities of fostering intergenerational dynamics in the workplace.
Moderator:
Marcos Gonzales, Program Director, Corporate Coalition of Chicago
Panelists:
Kristin Hamblock, Chief Human Resources Officer, Rosecrance Network
Chris Hart, Chief Data and Analytics Officer, Third Horizon
Pam Tully, Chief Operating Officer, Skills for Chicagoland’s Future
Antoine Watson, Assistant Program Manager, Corporate Coalition of Chicago
Watch the Event:
Discussion Highlights
The conversation revolved around generational differences in the workplace, focusing on topics like leadership, culture, and the evolving nature of work. Key points included the importance of aligning personal values with organizational goals, adapting workplace benefits to meet modern expectations and the role of mentorship across generations. The panelists shared personal experiences highlighting how workplace culture, work-life balance, and employee benefits have changed over time, influenced by generational shifts.
It was noted that younger generations, particularly millennials and Gen Z, place high value on flexibility, mental health support, and purpose-driven work. In contrast, older generations emphasized the need for stability and a legacy mindset. The discussion also touched on the impact of technological advancements and the ongoing need for human-centered leadership in fostering an inclusive, resilient workplace.
Key Takeaways
Generational Communication: Understanding differences in communication styles across generations is crucial to fostering better collaboration. Tailoring communication methods based on generational preferences can bridge gaps in expectations and improve team efficiency.
"We were literally able to work [better]... After we had that conversation, she was still sending emails at that time but would say, 'Feel free not to respond.'" — Antoine Watson, Corporate Coalition
Workplace Benefits Evolution: There is an increasing demand for holistic, wraparound services like mental health days, flexible PTO, and virtual health solutions. Employees expect benefits that go beyond traditional offerings, focusing on well-being and flexibility.
"We implemented some additional time off separate from PTO... to volunteer in their community up to eight hours a year, paid for by Rosecrance." — Kristin Hamblock, Rosecrance
Mentorship: Mentorship remains critical for professional development, especially for younger workers who may lack experience navigating corporate structures. Mentorship helps break down barriers, offering guidance in areas such as career advancement and workplace dynamics.
"If it wasn’t for my mentors, I wouldn’t be able to navigate the corporate world... I think you need mentors like that in your career journey." — Antoine Watson, Corporate Coalition
Work-Life Balance: The conversation highlighted generational differences in managing work-life balance. While younger employees tend to prioritize taking time off and setting boundaries, older employees often struggle with overwork and staying connected outside office hours. Creating policies that support a true work-life integration is key.
"I think work-life balance is elusive... ultimately, work and life are integrated, and it’s about finding peace with that." — Chris Hart, Third Horizon
Leadership and Culture: Leaders play a pivotal role in shaping workplace culture. It is essential for leadership to model behavior that reflects the values of inclusion, respect, and flexibility, fostering a sense of belonging across all generations in the workforce.
"It’s really important to make sure people feel valued... I spend a lot of time trying to create a culture where everybody feels they belong." — Pam Tully, Skills for Chicagoland's Future