Bridging the Generation Gap in the Federal Workforce
It's no secret that the federal government has an aging workforce and often struggles attracting younger workers. Compounding the problem is the wave of retirements, with retirees taking their knowledge with them before many of the younger workers have a chance to absorb that knowledge. The latest episode of FEDTalk covered how to bridge that generational divide, as well as the best ways to communicate and improve relations between the various generations in the federal workforce
Host Jason Briefel was joined by Worldwide Assurance for Employees in Public Agencies (WAEPA) Chief Marketing Officer Stacy Outlaw, Generationology Founder Jeffrey Vargas (a future of work company that helps organizations build an intergenerational work culture), and Stephan Matthews, Regional Council President Region XI of Blacks in Government (BIG).
Pandemic Impact on Knowledge Gap
The program began with a broad discussion about the generation gap in the federal workforce, as each generation has their own traits and characteristics. Matthews pointed out the Covid-19 pandemic has had a dramatic impact as it accelerated retirements and left a growing knowledge gap. Matthews expects the knowledge gap to increase unless action is taken.
“We have one generation that’s ready to retire and another generation that’s just coming into government, so we need to bridge that gap and get the information they need to build their careers,” Matthews of BIG stated.
Communicating Across Generations
When it comes to bridging the gap, the three panelists discussed communication as an important tool. Outlaw stated that when talking to workers of different generations “the ability to communicate in multiple ways is key,” noting different generations have different skill sets, different lingo, different attitudes on work, and different experience with technology.
Vargas focused on the “outdated” federal leadership model, saying the federal government is “still built on a baby boom model” that focused on apprenticeship programs to train workers. Vargas says the government is now bringing on workers without apprenticeship experience and he warned that the government needs to realize that different generations “look at work differently, they collaborate differently, and they execute work differently.” He warns the government will not function efficiently or effectively unless leaders realize this and alter their behavior accordingly.
Setting Up Employees for Success
The guests discussed a need for federal agencies and employees to work together to get the most out of their employment. That starts from the get-go, with Vargas stating there needs to be a “clear distinction needed between orientation and onboarding.” He encouraged new employees to go beyond what is required and instead look at their new job through a cultural lens, asking questions like “What does the world of work look like within my agency?”
Vargas also said networks are critical and new employees need to find ways to engage with senior level leaders, something that is lacking in today’s climate as opposed to prior generations. He suggested a cup of coffee is a great way to get that started.
Matthews agreed, saying that new employees need to be proactive and do their research on mentorships and programs to help them at work. Matthews cited the importance of employee resource groups (ERGs) and other organizations.
Focus on Flexibility
All three panelists said flexibility is important for workers across generations, although there are differences.
Vargas said work-life balance is the “holy grail for Gen X leaders” noting that many Gen Xers are part of the sandwich generation, taking care of elderly parents while still having children at home.
As for Gen Z, Matthews said if they don’t like what they see with flexibility or other work-life balance options, they are quick to leave, while older generations will take more time to consider options, especially if they have accrued significant service.
Regardless, Outlaw said the biggest takeaway is to be open minded and for agencies to realize they cannot mandate and force that “everyone do and act the same way.”
Vargas added that each generation wants to be “seen, heard, and valued” and that agencies need to make tailored approaches. He pointed to awards programs as one example, noting that the old standard of “picture, plaque, and pose” has been replaced by putting ceremonies on YouTube, allowing friends and family to watch via livestream, etc.
“We have to allow ourselves the privileges of reinvention,” said Vargas.
Future Workforce Trends
In the final segment, the panelists discussed future trends. Outlaw said that to unite federal employees the government must “continue to encourage multigenerational teamwork and collaboration” and create a culture that highlights the “importance of quality of work rather than where work is being done.”
Matthews went a step further saying he’d like to see the government as a whole embrace hybrid work.
Vargas talked about the importance of mentoring across diverse groups, creating a safe space where people outside their communities can talk with each other and learn from each other.
Vargas concluded, “The ability to go from conversation to impact is exponential” if people grant permission for others to speak into their life.
You can stream the show online anytime on Federal News Network or listen to FEDtalk on all major podcasting platforms. FEDtalk is a live talk show produced by Shaw Bransford & Roth P.C., a federal employment law firm. Bringing you the insider’s perspective from leaders in the federal community since 1993.
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