How will you bridge the gap of the students Y and Z?

The future of industry is shaped not just by the economic and technological changes  but also by population and generational changes. The key to ongoing success therefore depends not just on technical excellence but managerial excellence.

Today's young generation have grown up "digital". They use social networking sites extensively and are adept with a variety of communication and collaboration tools. Compared with the older ones which are the Generation Y, who grew up with a much more limited technological toolkit, new generation connect, communicate and learn differently. Some Generation Y will be satisfied only in a traditional way of learning while Generation Z is much more interested in the integration of technology in learning. Generation Y tends to spoil a problem, design a solution, "get it right" and then implement. Generation Z are much more likely to "mash up" a solution, see how it works, then adjust as needed. If our instrument indeed shape our thought process, then the Generation Z thinks differently.

Generation Y are embracing new tools, but others are wishing that younger generation would do the adapting. That isn't going to happen. We can't turn back the technological clock. And as younger generation advance in numbers and responsibility, their methods will prevail. It's incumbent upon older generation to close the gap by adopting new tools, because younger generations aren't going to close the gap by abandoning their tools. That doesn't mean grabbing every new device or piece of social media software that comes along (as some people seem to do), but rather incorporating the instruments between the Generation Y and Z to merge the ideas between the two that may result to a creative and collaborative learning.

To narrow a generation gap, start by recognizing the similarities among the two generations rather than emphasizing the differences. Generation engagement narrows any gaps. Truly the engagement of all ages find ways to bridge differences and work together toward common goals.

The list below lists the top ten drivers of generation engagement, conditions related to school or the environment that raise engagement levels. Note that a technologically up-to-date environment makes the list. These drivers of engagement are remarkably consistent across age units. We may learn differently, but at a fundamental level we're all after the same things.

Drivers of Engagement

1. People are recognized and fairly rewarded
2. Learning environment is congenial and fun
3. Teachers provide useful feedback and flexibility
4. Opportunities to learn with bright and experienced people
5. People cooperate and teamwork is the rule
6. Ample opportunity to try new things
7. Environment is technologically up-to-date
8. Everyone participates in the decision making
9. Professional development opportunities
10. Work on an exciting new learning

If your environment wants to drive engagement -- and with it collaboration across the work force -- then make sure that people's learning conveys growth and progress, that management processes are fair, and that the the environment is congenial. Then take some basic steps to close the generation gap:

• Be specific about skills and behaviors. What information and technology related skills and behaviors are expected of all learners? For example, if you want the learning to be more analytically and fact-based, then it’s got to be “okay” for people to challenge one another’s data, assumptions, and conclusions. Once your learning is specific about skills and behaviors, incorporate them into development plans and performance management.


• Be specific about the toolkit. What “common ground” technology toolkit is everyone expected to use? And we mean everyone. Provide training and coaching in specific tools as needed, and whenever possible introduce new tools – messaging, wikis, collaborative workspaces – in the context of people’s workflow. Then monitor usage and evaluate employees on their effective use of the toolkit.


• Work and learn together. That’s the most effective way to bridge a workforce generation gap, technological or otherwise. If people tend to stick with their age units, you need mechanisms and motivations to bring them together with a wider range of colleagues. Use mentor and reverse-mentor roles to span generations, and make work teams and task forces intergenerational. The idea is not just to incorporate younger generation, but also to make sure that fresh perspectives are heard.



Make decisions incorporative. Younger generations in particular want their input heard, and they feel excluded by conventional hierarchical decision making. So find ways both to incorporate input and to distribute decisions. Many decisions are best delegated as close as possible to the front lines – the person who takes the decision also acts upon it. Sometimes a group doesn’t need to reach consensus on a decision, only on who’s the best person or method to decide.

To reiterate the bottom line: The best way to bridge a workforce generation gap is to get engaged the two generation working together on common and meaningful objectives.