On this episode of the WorkSAFE Podcast, we are joined by workplace safety and injury prevention expert Curt DeWeese of Briotix Health. Across industries, many companies share a commonality: a multigenerational workforce. Whether it’s fresh-from-school Gen Z new hires to seasoned baby boomers, employers face the challenge of creating a safety program that works for everyone.
Together, we explore how generations approach safety and the workplace differently, the unique risks they face, and what employers can do to build a culture of safety that accounts for everyone, regardless of age.
Listen to this episode of the WorkSAFE Podcast, or read the show notes below.
What do generational differences look like between employees?
Today’s workplace includes employees who span generations. Employers are mixing employees of all ages, from Baby Boomers with decades of experience to fresh high school graduates. As a result, their experience with safety and the workplace, the way they learn new information, and how they complete tasks can often differ.
“I think the needs of workers are different, and age is one of the things that plays into how people take in information, how they synthesize it, and then apply it,” DeWeese explained. This presents a challenge to employers. How do you create a safety program that meets everyone’s needs?
3 common generational differences that appear in the multigenerational workforces
Both younger and older employees have abilities that serve as strengths and weaknesses in the workplace.
Learning methods
Depending on our age, we learn and interact with new experiences differently. “When we look at the learning methods that come in, whether it’s a new hire orientation or we’re teaching a workforce how to use a new tool or a new process, how that information is shared can impact how a young worker versus an older worker learns,” he added.
For example, businesses often rely on technology to onboard new hires or implement new training. A Gen Z employee growing up in a digital world might have no issues using new digital tools. However, an older employee with less experience may struggle to navigate using apps and online systems or access things via a smartphone.
Physicality
As we age, our bodies change. Our endurance degrades. We may tire more quickly and need more recovery time. “The older worker typically is dealing with everything from changes in vision or hearing to, as I said, balance and strength,” DeWeese explained. People are quick to assume that filling the workplace with younger workers – who are perceived as stronger – is an advantage. However, DeWeese points out that this assumption isn’t always correct.
Today’s young workers may be strong, but they have increasingly less experience in labor-intensive roles. Employees from older generations often have a work history filled with hands-on jobs. For instance, serving in the military, growing up in the agricultural industry, or working in industrial settings. Young employees now come from more automated roles. They may be strong but are less familiar with using that strength to power a full workday.
Decision-making
Across industries, even with safety measures in place, many roles require situational awareness and critical thinking skills. “Younger workers sometimes can feel invincible. They can do anything,” DeWeese highlighted. “They may jump into a task without stepping back and thinking about where they could get hurt and what may happen.”
In contrast, older, seasoned workers are less impulsive. They are often thinking ahead before starting a job. Some have witnessed workplace incidents, and haven’t forgotten the impact. Years of experience help them know where hazards lie, how long a task takes, and the danger of rushing.
Bridging the safety gap between multigenerational workforces
Whether they’ve been in the industry for decades or just arrived for new hire orientation, employees don’t benefit from safety training if they don’t engage with it. Consequently, it’s an employer’s job to find ways to keep their workforce interested in and committed to safety.
Further, the benefits of better engagement and training methods go beyond age. DeWeese points out classroom learning, without practical applications, is losing its effectiveness. Today’s employees must practice tasks, hold equipment, and interact with their trainers to build muscle memory.
The importance of respect and collaboration
Each generation has abilities that serve as advantages—and weaknesses—in the workplace. New ideas are a common conflict between older and younger employees. Experienced employees know what methods work—and what hasn’t worked. They can bristle against young employees who want to introduce new methods and shake up the status quo.
“There has to be a kind of respect and collaboration that needs to occur, with understanding the strengths and weaknesses of each part of the generational span,” he shared. For instance, the knowledge an older worker brings of machinery, the work process, and company history is worthy of respect by younger employees. However, the innovation and improvements younger employees suggest are equally worth listening to and considering. DeWeese calls this “a corporate culture of mutual respect”.
Driving the safety message home in a multigenerational workforce
For DeWeese, training doesn’t stop once a session is over. He champions one-on-one check-ins. An employer’s job is to reinforce key points when there is an opportunity. For example, employees can learn a few stretches to help reduce strains and stiffness on the job. But an employer taking a moment during the work day to show them the right opportunity to do the stretch drives the benefit home.
“It kind of helps with muscle memory, and there’s a better take-home message. Because if they’re sitting in a break room and I’m doing a training, they’re not experiencing that stress,” DeWeese explained. “I talk about the concept of discomfort or pain being a teacher. Our bodies generally want to avoid that. So if I can teach a strategy to mitigate discomfort while it’s happening, the take-home message is stronger and the carryover is stronger.”
3 ways to better reach your multigenerational workforce today
Employers can tailor their safety programs and messages to better reach their multigenerational workforce and understand how to deliver key information.
- Make technology more accessible. Include clear instructions on how to access information. Don’t bury training materials within layers of files. Explain clearly how to use a training platform and complete any follow-up forms or quizzes.
- Account for physical differences. Being intentional about preparing for physical labor is beneficial at any age. It is also key to maintaining long-term health and fitness. Add micro-breaks to the schedule, stretch as a team, or provide other wellness solutions.
- Emphasize mindfulness. Learning to stay alert and aware at work is essential regardless of age. Teach employees about common distractions and how to answer key safety questions before starting a task. Do I have the right tools? How does my body feel? What stretches can I do if I’m feeling discomfort?