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6 ways HR leaders can help older new hires navigate a young workplace

The business landscape has changed significantly in the last few years, from a disruptive pandemic to remote and hybrid working arrangements. However, no changes may compare to the rapidly evolving demographics of young people entering the workforce.

Although young professionals come into an organization with in-demand skills in emerging technologies, fresh industry perspectives and an appetite for learning, their presence may impede older new hires.

As a human resources leader, you play an integral role in helping more experienced newcomers navigate and feel welcome in a company with younger employees. Doing so will set everyone up for success and foster a cohesive work culture in the long term. Here are six things you can do to onboard career professionals seamlessly into a younger work environment.

1.   Offer flexible work options

Flexible arrangements, like the ability to work from home or set your own business hours, have become a nonnegotiable among many new and existing employees. In fact, 39 per cent of Canadian employees can conduct their job duties at home.

Older new hires will appreciate being able to work from anywhere or stick to a part-time schedule. They can create a better work-life balance and have more time for personal responsibilities.

If you’ve teetered on whether flexible work helps or hinders productivity and collaboration, look at Shopify, which has reaped the rewards of its anti-meeting and anti-mandatory office attendance ethos. As one of the first companies to transition to remote work during the pandemic, its success stems from Shopify Support, which helps team leaders motivate and engage remote teams, enabling better performance and a greater sense of belonging for everyone.

2.   Optimize onboarding processes

Nearly 70 per cent of employees are likely to stay with a company for a minimum of three years if they’ve had a positive onboarding experience. Therefore, you’ll want to improve your orientation process so older new hires feel comfortable and supported.

Consider how quickly you move new employees through training, and check in with them frequently. Organizing welcome activities – such as a 30-minute meeting, luncheon or icebreaker game – can help newcomers acclimate. You can also pair them with a peer who can follow up on how they’re doing, answer questions or sit with them during breaks, even if the team works remotely.

3.   Recognize contributions and achievements

Whether you’ve just started at a company or you’re well-established in your role, being recognized for achievements is critical. An older new hire may make a significant impact from the first day and should be recognized for it.

Show appreciation for their contributions by celebrating their milestones throughout onboarding. Their accomplishments or influence may also serve as a lesson for younger professionals at the start of their careers.

Additionally, provide a platform for coworkers to recognize each other. Have them specify the individual and explain why they deserve the shoutout. You can then share their comments during the next team meeting.

4.   Provide professional development

Professional development is often geared toward younger employees to help them progress up the career ladder. In one study, researchers discovered nurses over 45 had less access to training and continuing education than younger nurses. However, upskilling workers at all levels benefits the organization in the long run.

A survey conducted by Athabasca University showed that 77 per cent of Canadian employees were interested in sharpening their skills to keep up with industry trends. Interestingly, 63 per cent expressed that they wanted to boost their value at their company through less time-consuming methods, such as micro-credential courses.

Older new hires would greatly benefit from self-paced learning opportunities, workshops, seminars, job shadowing, mentorship programs or peer learning sessions.

5.   Facilitate networking opportunities

Positive interactions between older new hires and younger employees can make everyone feel welcome. According to one study, bonding with coworkers fosters creativity and motivation, prompting better performance for the entire team.

The study also highlights organizational socialization, which helps new employees familiarize themselves with their roles and the work culture they’ve joined. For instance, they will learn about the company’s values and goals, workplace behavioural norms, expectations and team innovation.

Organize team-building activities, host networking workshops and deliver access to a virtual social group for employees only. Informal events like team dinners or after-work cocktails are other ways to nurture working relationships.

6.   Deliver regular feedback and evaluation

Regular feedback and evaluation can help older new hires feel supported in young workplaces. Pay close attention to their strengths and challenges within their new roles so you can best meet their needs. Use the information you gather to deliver more targeted training to ensure their success and integration.

One-to-one meetings should occur several times within the first few months on the job. Schedule these discussions privately so they feel comfortable sharing their experiences. Likewise, receiving feedback from them is essential to improving onboarding. Utilize online feedback platforms for them to fill out questionnaires or send pulse surveys for real-time insights.

Embrace a workplace with a dynamic team of professionals

A company fares best when employees bring wide-ranging talents and knowledge to drive its mission, regardless of when they graduated or how long they’ve been in the workforce. As such, it’s important to help older new hires acclimate to a young workplace, allowing the business to leverage their years of professionalism and industry experience.