Scientific interpretation - Intergenerational cooperation: a lever for promoting well-being at work

A Global-Watch scientific interpretation by

Context

"Young people don't want to work, they're always on their phones; older people don't know how to use technology, they're not open to change!" If these comments sound familiar, it's because they reflect stereotypes that are still deeply rooted in our workplaces. However, ageism can have real consequences on well-being at work.

Today, several generations coexist in the workplace, each having grown up in a different cultural, social, and technological context. This generational diversity is an asset for organizations, but it can also be a source of tension that can lead to conflict. Intergenerational conflicts can damage the work environment, generate stress, feelings of exclusion or injustice, harm relationships between colleagues, and even lead to premature departures. Research shows that to limit these tensions, it is crucial to promote cooperation between generations. But what does "intergenerational cooperation" mean in concrete terms? To define it, we conducted a study based on scientific and professional literature with the aim of proposing a clear definition of the concept and providing managers with the tools to establish healthy and respectful collaboration between generations, thereby optimizing well-being at work.

What do we mean by...?

Ageism: Ageism refers to age-related prejudices, stereotypes, and discrimination. It is generally considered the most tolerated form of discrimination in society. Intergenerational ageism refers to prejudices and stereotypes related to generations¹. 

Generational diversity: Generational diversity refers to the coexistence of people from different generations within the same workplace. This diversity brings a wealth of perspectives that can stimulate the team², but requires careful management to preserve inclusion and cohesion.

Intergenerational conflicts: Intergenerational conflicts can arise from tensions, misunderstandings, or disagreements between generations, often reinforced by ageism, which can hinder intergenerational exchanges³.

What do the results of the study reveal?

Our study, based on the interpretation of information from 48 documents from various disciplines (e.g., management, nursing, communication), has enabled us to propose this definition of intergenerational cooperation at work⁴:

Intergenerational cooperation at work is defined as the achievement of social cohesion within intergenerational teams committed to a common goal, through their interactions, the sharing of their knowledge, mutual assistance, understanding, and acceptance of their differences, in a process of intentional change supported by the organization. It therefore involves the inclusion of all generations in a healthy work environment that promotes intergenerational equity, trust, and respect. It requires the involvement of all stakeholders in the workplace, who must be convinced of its importance.