As a multigeneration workforce becomes increasingly common, businesses are having to navigate some complex cultural challenges. While there may never have been a one-size-fits-all, with up to five generations in a company, the demographic has never been more diverse.
CorrBoard, the sheet-feeding specialist based in Scunthorpe, shares its experiences and explains why age can be an asset when colleagues are given the opportunity to work effectively together.
HR Manager for CorrBoard, Amanda Slinn, comments:
“We believe that a diverse and inclusive workforce is critical to driving innovation and long-term success. As a manufacturing business, we recognise that one of our greatest strengths lies in the varied experience, knowledge and perspective of our people.
“Our team brings together individuals from across different age groups, from 18-year-olds just starting out in the industry to highly experienced colleagues who have been in the industry for decades. This generational spread reflects the wider community we’re building but also shows that the working environment where mutual learning, respect and progression go hand-in-hand.
“With around 88 people working for us at any one time, we’re really lucky to have such a diverse mix, not just in experience but in age too. Our youngest team member is 18, which is the minimum age due to the machinery and stringent health and safety considerations we have in place, and our oldest is working up to retirement. That gives us a huge spread across the generations, and it works!
“Yes, different generations bring different perceptions to the table. The older generation might look at the younger generation and think they’re ‘snowflakes’ or that they’re inexperienced. However, younger people might assume the older colleagues aren’t as open to using new technologies. But that’s just perception. In reality, when people get to know each other, those assumptions fall away.”
That sense of connection doesn’t just happen by chance. The business model at CorrBoard and the culture around learning also play a big part in bringing people together.
Amanda adds:
“We’ve created an environment where people mix, communicate and collaborate naturally. We don’t have huge departments siloed away from one another, which is something you often see in bigger companies. We’re small enough that people blend and get along which makes a huge difference.
“We also run a buddy scheme on the corrugator, which I think has been really important. When someone new joins, they’re buddied up with a more experienced colleague who knows the machine, understands the process and can share not just the formal procedures but the little tips and tricks that you only get through time on the shop floor. That kind of relationship gives newer employees confidence while also giving the experienced team members a chance to mentor and pass their knowledge on.
“It’s more than just training, it’s about continuity. It helps us build a more robust workforce, because we’re always transferring knowledge from one generation to another.”
There’s no one-way traffic when it comes to learning as it goes both ways. For Amanda, that mutual respect is what keeps the workplace thriving.
“What’s nice is that the learning goes both ways. Younger people bring in fresh ideas, new ways of thinking and often a better insight into technology. They might spot something or suggest a way to improve a process that others hadn’t thought about. That balance helps us all to make better decisions.
“We’re also looking more closely at how we deliver training and support – our focus is on making learning more inclusive. For example, using more video and visuals to support more hands-on and practical tasks, especially for the corrugator. Some people just learn better by watching something being done.
“Some of the most valuable learning doesn’t even come from formal training at all. It comes from conversation. People pick up the knowledge from each other just by talking. They might be sharing a story, chatting on a break or commenting on a job and, without even realising it, that insight is being passed on. That kind of natural learning is so powerful.
“We also make a point of looking after our employees’ wellbeing. That includes making sure they know what services are available to them and that they’ve got someone to talk to if they need support. While developing skills is a priority for all businesses, it’s just as important to make sure everyone feels looked after. When people feel supported, they will also be more responsible and productive.”
At the heart of all of this is a people-first approach to recruitment and development, one that values potential just as much as experience.
“When it comes to recruitment, we hire based on values. It’s not necessarily just about what experience or knowledge someone brings in on day one. We look at their attitude, their work ethic and whether they’ve got the right mentality to grow with us. We’re interested in the skills they’re going to get, not just the ones they’ve got.
“This isn’t just directed at the younger term members, it’s the approach we take to everyone that joins the business. Given the diverse workforce that we have, we need to make sure that we are employing people that are open to listening, learning and also, where appropriate, being a mentor.
“Yes, there are clear differences between generations. That’s natural. But, for us, the positives far outweigh the challenges. When you’ve got people with difference backgrounds, different experiences and different ways of thinking, it means you’ve got more to work with. Those differences balance each other out and help us land on the right answer.
“I honestly believe that if everyone was at the same level, there would be no change. It’s the differences that keep us improving. The fact that we’re not all thinking the same way means we’re constantly learning and pushing forward. Fundamentally, we use age as an asset and for us at least, it’s working!”
For more information about CorrBoard’s approach to workforce development, its investment in cross-generational learning and how the business is supporting growth across all age groups, please visit: www.corrboarduk.com and for regular updates, follow CorrBoard UK on LinkedIn.
