Employment, Useful information

Poles are rather optimistic about working with people of all ages, but this openness is much lower among the youngest employees. Among European countries, in this respect, we are almost at the end of the list – according to the analysis on the issue of age, carried out in the framework of the global study Labor Market Monitor carried out by Randstad.

8 out of 10 Poles prefer to work in a team that varies in terms of age, according to the study by the Labor Market Monitor. These declarations are similar in almost all age groups of the respondents. Only in one of them are they completely different. Among the respondents aged 18 to 24, the openness to work in a multigenerational team is the lowest – it reaches 60%.

On the other hand, for Poles, working in a place where they meet people of all ages is rather common. 88% work in multi-generational teams and this is what all age groups of the respondents say.

Among Polish employees, 82% of respondents perceive the relationship between the company’s innovativeness and the environment diversified in terms of age. However, this view is mostly shared among study participants aged 35 to 44 (94%). In the remaining groups, the percentage of people agreeing with it ranges from 76% to 81%.

The universality of multigenerational teams in Polish companies means that a large part of the respondents treat it as a standard and do not experience any difficulties in communicating with representatives of other professional groups (70%). We can see, however, that the ability to communicate between generations is gained with age. This is because difficulties in communication are indicated by nearly half of young employees up to 24 years of age, 4 out of 10 – aged 25 to 34, and among the oldest employees – only one in five.

Building good communication in the company gains even more importance, especially if we want to interest new generations entering the labor market in working in our team. It depends on the active role of the employer whether it is possible to build such a platform for understanding people of all ages that this differentiation will be beneficial for the company, but also for employees – for the elderly because they will be able to supplement their existing knowledge with the latest solutions without the need for a long-term search for this information and for younger ones because they will be able to easily enrich themselves with unique skills inextricably linked with many years of experience. – emphasizes Monika Hryniszyn, HR Director and Member of the Management Board of Randstad Polska.

The boss’s age does not matter for most, but we prefer the senior superiors

The functioning of teams composed of employees of different ages also largely depends on the bosses. A significant proportion of the respondents believe that they can manage such groups (81%). 43% of respondents say that their boss treats employees of different ages differently. This opinion is most often taken by the youngest – up to 24 years of age (47%) and between 25 and 34 years of age (50%), the least frequently – people aged 35 to 44 (16%).

Almost every second Polish employee prefers to have an older boss – this is the dominant view among all groups up to 44 years of age. We are much less eager to approach younger superiors – only 30% of respondents prefer them, but in most age groups the results are slightly higher. They are significantly reduced by respondents between 25 and 34 years of age. In this group, a younger boss is only imagined by one in four survey participants.

Most supporters among Polish employees, however, have the opinion that the boss’s age does not matter, and what counts is his ability to motivate the team. 82% of the respondents agreed with this opinion.


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