Making sure different workplace generations click

Industry expert explains how multiple generations can work together well

People

Apr 20, 2018 Share

We caught up with Cindy Grant– VP of Human Resources at Trisura Guarantee Insurance Company and speaker on the panel ‘Celebrating Differences: Optimising Your Multigenerational Workplace’ at Toronto’s upcoming Millennials In Insurance conference – to ask her about the biggest challenges that can arise in a multigenerational workplace…

Insurance Business: What does an inclusive workplace culture look like for millennials?

Cindy Grant: At our organization, an inclusive workplace culture for millennials includes a transparent and open environment – where information is shared and opinions are listened to. As an example, at Trisura, we have set up an Innovation Team with a team of employees from a variety of levels, generations, and knowledge areas brought together to discuss the future of our business. All ideas count and although not every idea can be acted upon – they are carefully considered.

We also offer flexible work arrangements in a variety of formats. I think that this concept can be a bit foreign to baby boomers (and maybe some gen X-ers) as the old way of doing business dictated a daily 9 to 5 (or 6 or 7) and face time. I think that all generations in our organization appreciate the flexibility and the trust that goes along with flex time. At the end of the day, everyone at Trisura wants to do quality work and they can do that working from home.

IB: How does communication style differ among generations? Why is it important?

CG: Both/all generations want to work in an organization with good open communication. Generally speaking - millennials tend to voice their opinions without fear, baby boomers tend to hold back a bit and follow protocol. Both of these generations need to understand how each other communicates, otherwise there can be challenges and unfair judgements made. Different communication styles when brought together to solve a problem fosters new ideas and new ways of thinking. Trisura employees have a very high level of respect for each other – no matter what generation – and that facilitates open communication and consensus.

IB: How do you turn generational differences into a strategic advantage for you and your organization?

CG: In our organization, I think that all generations naturally work together towards a common goal to partner with our customers and to build a successful business. That common goal helps to eliminate age related barriers. I think that millennials value the insight, knowledge and relationship building skills that older generations bring and I believe that our older generations value the energy, foresight and innovative thinking that the millennials bring. This mentoring happens in an informal way every day.

IB: Why is it important to innovate in a way that keeps up with a changing culture?

CG: Companies must keep up and move forward with eyes wide open. We see disruption all around us. Millennials have a vison into the future that I think is less clear for older generations. Millennials are here to stay – they are our future leaders and organizations must understand that and them in order to build a winning culture of the future.

How can insurance reach out to millennials in 2018?

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