What is behind the age gap in the workplace?

2 minutes read

The popularity of generational research is not without reason, as workplaces often encounter employees from different generations, each with distinct perspectives on the value of work, the role of authority, and future prospects. However, it is worth examining whether the differences between generations could be driven by more general, life stage-related phenomena.

According to Erik H. Erikson’s psychosocial development theory, human life can be divided into eight stages, each with its unique developmental challenges and conflicts. These life stages significantly influence workplace behavior, needs, and expectations. If a person fails to meet the challenges of a particular life stage, it can impact their development later on.

Life Stages and Their Impact on the Workplace:

  • Adolescence (12-18 years) – Identity vs. Role Confusion
    During adolescence, the development of identity is crucial. Those who successfully establish a stable identity tend to be more purposeful and stable in their workplace. On the other hand, those who struggle may frequently change jobs as they search for their place.
  • Young Adulthood (18-40 years) – Intimacy vs. Isolation
    In this stage, building human relationships is central. Those who establish deep relationships are often better collaborators and more empathetic in the workplace. Those who struggle with isolation may find it harder to integrate into teams.
    Additionally, the “quarter-life crisis” that affects young adults in their 20s and 30s can significantly impact workplace performance and relationships. This period is characterized by searching for life’s purpose, career concerns, and identity crises.
  • Middle Age (40-65 years) – Generativity vs. Stagnation
    In middle age, the focus shifts to productivity and supporting the next generation. Successful individuals often mentor younger colleagues and contribute to organizational development, while those experiencing stagnation may become less motivated.
    The “midlife crisis” in individuals in their 40s and 50s is a period of life reevaluation and goal reconsideration, which can affect both professional and personal lives.
  • Old Age (65 years and older) – Integrity vs. Despair
    Old age is a time for reflecting on life. Content older individuals bring calm and wisdom to the workplace, while those who feel despair may withdraw and respond with cynicism.

Managing Generational and Life Stage Differences

Erikson’s theory suggests that different life stages bring varying needs and expectations, which can result in workplace conflicts. Younger generations often seek stability, while older generations focus more on the appreciation of professional achievements. To reduce workplace conflicts, it is crucial for leaders to be aware of the needs of each life stage and apply empathy, open communication, and proper mentoring.

In summary, Erik H. Erikson’s psychosocial development theory provides a valuable tool for understanding workplace dynamics. By considering the needs of different life stages, a more harmonious and productive workplace environment can be created, facilitating effective collaboration across generations.