Jules : [Alluding to age difference] I'm glad you also see the humor in this.
 
Ben : [Smiles wryly] It would be hard not to.
 
The Intern is the exposé we didn’t know we needed on the challenges of generation gaps in today’s workplaces. Jules Ostin, CEO of her own company, seems to be the antithesis of Ben Whittaker; a senior intern drafted in to bring some old-school knowledge to her start-up. Nicknamed ‘boomer’ by his younger tech-savvy co-workers and standing out in his formal attire, Ben personifies the struggles of his generation in today’s working world.
 
While Ben needs his colleagues’ help navigating his MacBook, he brings his own brand of soft skills to the table which seem to have been somewhat forgotten in Jules’s fast-paced corporate empire. The crux of the film is that the senior intern, who seems out-of-touch, becomes the very person to support and motivate his millennial counterparts.
 
Is your workplace ready to rethink the generation-gap as a vital opportunity to apply innovation to experience?
 
 
Time to Review
 
Today inter-generational work teams are part and parcel of working life now that five generations are eligible for the labour force; a melting  pot which includes traditionalist (born before 1946), boomer, gen X, millennial and gen Z (born after 1997). These different backgrounds unsurprisingly mean staff can feel highly differentiated.
 
According to the William Fry Employment Report of 2016, 71% of employers identify tech as a struggle for older workers, while the Deloitte ROI Millennial Report of 2017 revealed that, 52% of Irish Millennials believe businesses are still primarily focused on their own agenda. It is clear that different skillsets and priorities exist but stereotyping Millennials as tech-addicts and baby boomers as technophobic only serves to divide.
 
Rather than focusing on these disparities, tech can be employed as a unifier which can only reap rewards for your business with the unique knowledge that comes when those with different strengths share them with one another.
 
 
Ways to Unite
 
Successful communication between staff begins by forging commonalities, not emphasising differences.
 
o    Office Communication Systems
 
The adoption of technologies such as Yammer and Slack act as a point-of-contact which can create the sense of community craved by the younger generations as well as the opportunity for the older generations to upskill themselves technologically. The platforms allow staff to communicate easily and to create different groups for collaborative projects. Team make-up can be the perfect opportunity to mix young and old,  and the collective process of getting to grips with the office tech of choice can be a chance for staff to bond. In The Intern Jules helps Ben set up his Facebook account which brings them closer as colleagues.
 
 
o    Let newer team members take on more responsibility
 
Webinars and video calls enable new team members to join in on a project from anywhere. Whatever method of inclusion you take, sharing company strategy, project updates and company successes with new staff will demonstrate trust and improve the employer-employee dynamic, especially with millennials who often prefer to work independently. Scenes in which Ben is helping the mail clerk in order to ‘keep busy’ act as a social commentary on the tendency for newer professionals to become side-lined from important projects, especially if faced with ageism, whether fresh-faced Generation Zer or seasoned ‘boomer’.
 
o    Eliminate Unconscious Bias
 
Stereotypes can be detrimental to our decision-making processes and management of individuals in the workplace. Using AI software can be a great way to override this issue and ensure inclusivity. It can create factual documentation of conversations and ensure all relevant parties are emailed following meetings. Jules must specifically ask her assistant to CC Ben into e-mails after realising she has overlooked his potential. AI can forestall generational stereotypes to make for a more integrated team and inclusive company culture.
 
 
In Short
 
Workplace tech is the surprising unifier we need in today’s workplaces so we can move past the generational stereotypes. While Meyers’s film may oversimplify ageism into a binary of young and old –it effortlessly shows that the raw initiative of Generation Y and Z shouldn’t be overlooked and conveys the simple truth that ‘experience never gets old’.

 
‘Neither snow nor rain nor heat nor gloom of night stays these couriers from the swift completion of their appointed rounds.’
 
This unofficial motto of the United States Postal Service isn’t exactly a sentiment shared by Irish workers across the country right now. This week employers and employees nationwide are recovering from last week’s Storm Gareth which left almost 2,000 homes and businesses without power and Irish winds reaching average speeds of up 130km/h. In conditions like these, is the work commute ever worth it?
 
While last year’s ‘Beast from the East’ showcases our love for weather-related drama, severe weather is no laughing matter, and the more dangerous it is considered, the more it leaves employees and employers alike wondering whether to stay at home or batten down the hatches.
 
Is your business ready to dig out your inclement weather policy and update it? Let’s delve into the challenges for both parties and discuss how to shore up your business against the vagaries of the elements.    
 
Benefits of a Standard Procedure
 
Risk management can slip on your list of priorities when so many other things need immediate attention but setting expectations on snow-day policies will upkeep your productivity as well as your company morale when things get out of control.
 

• Create a Standard Procedure

 
Having a clear understanding with employees about your official procedure will pay dividends for your company culture when disaster inevitably strikes. Besides the sheer inconvenience, storm days put serious financial and social pressure on employees. Staff will struggle to financially justify using a holiday or forfeiting that day’s pay altogether so clear expectations are key and will avoid unnecessary risks. 
 

• Payment on Days Off

 
Exempt employees rely on you to make the right call on a snow day. It is your prerogative to keep the business open or shut and if the former, absentees can’t legally cite the weather as a valid reason for not arriving to work and will not get paid. If someone takes a risk to get to work and finds it closed, or are refused payment for staying at home, it's not a good look for your HR team. Finding alternative work procedures or making a reasonable call to shut the office in dangerous conditions is vital
 

• Out-of-Office Communication

 
Rather than frantically digging out the phonebook on a snowy morning, set up a phone tree with all your employees’ contact details. This is a great way to notify your staff via e-mail or SMS of your decision to stay open or not.
 
Another way to overcome commuter issues is to let your employees work from home every so often. With practice, connecting to your business’s VPN from home will be second nature and your employees will be able to rectify any IT issues in advance. This way; your profits won’t collapse when Storm Hannah shows up.
 
Upskill your employees who are new to cloud computing or other applications. Updating skillsets will mean that closing the office won’t equate to financial loss; a win-win situation which will boost staff morale and protect their pay cheques.
 
In Review
 
Storm Days can become a whirlwind of logistical and HR challenges for both employer and employee. Update your inclement weather policy in advance to prevent staff dissatisfaction by generating a standardised company procedure. Teaching your staff how to effectively work from home builds trust, saves pay cheques and protects your business financially should your office be snowed in.
 
Taking these simple steps before disaster strikes will ensure you and your staff effectively weather the storm.

A decade ago, jobs were in short supply and the quest for financial security was in demand. Fast-forward to today and things have changed.

Ireland’s national unemployment rate hit an all-time low of 5.3% at the end of 2018, and while this has rose, the trend remains downward. Businesses across the country are now faced with the corporate conundrum of staff retention.

The last of the Millennials, and the first of Generation Z have begun to enter the working population.
This new workforce yearn for more than a job; a career full of development, skills growth and satisfaction now trumps traditional financial rewards and bonuses.

Let’s explore what the generation gap means for your business today and how you can deliver top talent retention and trump the competition.
 
Time to Review
As new generations begin to comprise the Irish workforce, your business needs to move along with the times. While financial rewards will never be ‘sniffed at’, Irish Millennials and Generation Z value genuine investment in their careers, and care for their wellbeing.

As a business, building relationships and loyalty amongst staff is key. As dating app trends like ‘ghosting’ creep into the working world, active investment of your employees and their careers can grow a positive dynamic, increase loyalty and ensure you keep the right talent in your team
 
How Can Your Business Improve its Talent Retention?
Retaining staff is a challenge, but it’s crucial for your business. Company performance and reputation relies heavily on its people and their skills. Here’s a few steps you can take to improve your talent retention:
 

• Review Company Policy

Rethinking workplace conduct demonstrates your company’s willingness to change the status quo from time to time and think about the day-to-day experience of their colleagues. Initiating fresh company policies like ‘work from home’ days will showcase your trust in your own staff, creating a positive mindset amongst your workforce.
 

• Give Feedback

Whether positive feedback or constructive criticism, regular appraisals are key if you want to keep the up-and-coming generation on your team. Millennial and Generation Z individuals are less likely to develop a sense of loyalty for a company if they feel their personal goals are not being adequately considered.  Making the effort to speak to an employee about their performance shows your investment in their career, as someone integral to your business’ future.
 

• Designate Opportunities

Your ability to retain staff and your willingness to actively invest in their careers runs parallel. If employees are given the opportunity of promotion, they are much more likely to try and achieve a higher position which nominally reflects their expertise as well as their past loyalty to the company.
​

• Give Recognition

A touch of healthy competition never hurt anyone. Creating opportunities for special recognition such as an ‘Employee of the Month’ award will drive performance and showcase the company’s appreciation for its people. Accolades personalise the business and can make its company culture stand out from the crowd.
 

• Train and Upskill

Active investment in the skillsets of your staff can enhance employee loyalty, as genuine care and commitment for training will showcase your willingness to improve their careers.
 

• Organise Team-Building Activities

It’s vital for your business to have a social element which reflects the values of your company’s culture. Team-building activities will offer an opportunity for co-workers to forge personal bonds outside of the pressures of the office. These relationships can make or break your office dynamic; team-building activities can only be an advantage for your business.

• Re-designate Tasks

Try to pass tasks around in the workplace. Shaking up who does what gives employees the chance to build upon their knowledge and skills.. They may even discover a new passion they never knew they had!
 
Your Next Step
Reviewing company culture regularly augments recruitment levels and aids talent-retention. The crux of the employer-employee relationship is trust and what better way to show your considerations of staff than rethinking their workplace experience at all point.
 

Recent research found that only 7% of the Irish workforce engaged in personal training programmes; a figure which lags far behind other EU states. As Ireland’s talent market is squeezed further, your talent retention relies on your willingness as a business to invest in the skills and experience of your staff.

According to the National Skills Strategy collated by the Department for Education; worker participation in upskilling needs to double to 15% by 2025.

Is your business ready to upskill?

Regardless of how you choose to assess your staff, or set standards in the workplace, a lack of constructive feedback can leave your staff feeling overwhelmed and lacking the drive for improved performance.

Benefits of Upskilling
Employer-employee relationships can be greatly enhanced when a business decides to upskill staff.
Benefits include:

• Staff Value

By investing in training for your staff, you showcase your genuine interest in their careers and development. This will help staff feel valued by their employer and increase the employer’s ability to retain their skilled talent.

• Enhanced Performance

Through training and upskilling your staff, you can enhance their skills, leading to better quality performance for your organisation. Improved performance will lead to happier clients and staff; your business can experience further growth and success, and employee job satisfaction will increase as a result of their improved performance.

• Greater Reputation

As your company performance increases, and staff morale is boosted, this will build a greater reputation for your business amongst competitors, and as an employer to future talent.
 
How to Upskill for the Future
Upskilling and training staff is a much needed, and positive investment step for any business. Here are just some ways you can upskill and future-proof your workforce:

• Learning and Development Programmes

Graduate programmes such as the Jameson Graduate Programme highlight employers’ realisations that new additions to the workforce need personal investment to convert their educational achievements into an applicable skillset. The act of reaching out to graduates and taking a ‘chance’ on them as such builds trust and is highly likely to reduce the rate of employee turnover.

The Irish Institute of Training and Development is one of many organisations dedicated to giving existing employees a chance to built upon their existing skillset or even to just refresh it. Their Thought Leadership Programme offers an in-depth two-day course to give employees with untapped potential to build their transferable skills, improve their confidence and get professional training in communication.
 

• Personal Development

Employee personal development can sometimes fall from top priority when pressure for workplace productivity is high. Energy invested in the employee’s well-being, however, is imperative for workplace performance.

DCM Learning is an organisation which organises training programmes to equip employees with the skills necessary to deal with stress and adversity they may experience in the workplace. The course activities which are available nationwide bring together different methods of resilience to promote physical health, psychological well-being and boost morale. This type of training can reap positive behavioural changes and improve employee resilience tenfold.

• Recognition

The IITD National Training Awards are an example of accolades which demonstrate employer appreciation for staff involvement in training initiatives. The importance of this recognition can sometimes be discounted but from an HR perspective, acknowledgement of staff who work with a business as well as for a business is vital to create employee satisfaction which will be accompanied by improved staff loyalty.
 
A More Dynamic Approach
Demonstrating genuine care and investment in your staff and their skills is now vital to retain your talent.

Effective skills seminars and learning programmes are a tried and tested way to increase staff loyalty, retention and engagement, improve productivity and customer service, and reduce employee turnover.

​The good news is we already have the talent we need and by choosing alternative ways of sourcing potential, businesses everywhere can reap the benefits of their human investments.