It is true that, professionally, we live in remarkable times. Stop and think about it: never before have so many talented women—mothers, daughters, even grandmothers—filled the nation’s talent pool, with all them offering their own strengths, as well as their own differences. In today’s diverse workplace, it is not unusual for tech-savvy 20-something whiz-kids to share meeting time with hugely influential boomers, corporate-wary gen-Xers, and septuagenarians who are nowhere near ready to retire. 

From Gen A (or Traditionals) to Gen Y (aka “millenials”) we are all learning how best to work with each other, and most importantly how to learn from each other—each generation lending their own perspective. Working Mother Media hosted its first ever 4 Genz 4 Biz, a two day summit in NYC, with a focus on creating effective cross-generation workability in order to bridge the gaps and get us all working together in harmony.

With an emphasis on making the workplace attractive to younger candidates, the summit brought together experts in recruiting and human resources, along with high-profile thinkers doing ground-breaking research and coaching on how to fill in any generational working issues. Major players from dozens of companies attended, and we learned a lot.

Dan Black, Director of Campus Recruiting at Ernst & Young, offered a great perspective on how best to communicate. He said it’s the way we message each other that is especially important—it’s not always what we say, it’s how we say it. This sentiment was also heard from Misti Burmeister, CEO and founder of Inspirion Inc. Black talked of avoiding the “over-stereotype” and stressed how “googling” and judging potential recruits by their Facebook or MySpace page isn’t fair. Technology has come a long way, but we need to live in the world and play by the new rules.

Francesca Martinez, Corporate VP, Talent Management for The Ritz-Carlton Hotel Company, eloquently added that mentors don’t have to be older. It’s so important for all of us, no matter what generation we belong to, to be mindful and appreciative of the talents that can be brought to the table from others, whether fresh out of college or twenty-plus years in the workforce.

Inter-generational respect is also essential in retaining employees. W. Stanton Smith, National Director of Next Generation Initiatives at Deloitte & Touche and author of Decoding Generational Differences: Fact, Fiction…Or Should We Just Get Back To Work, studies these generational differences and provides effective strategies for better working relations. In his candid speech, Smith stressed that defensiveness gets you nowhere. And it’s important to realize that what is obvious to one, may not be to another. There are certainly divides between the generations, but they can be overcome by recognizing not only what they can offer, but how they want to grow. It can be as simple as better communication.

Reverse mentoring was also mentioned by Tina Kao. Kao, a senior consultant in the Talent and Organization Consulting Practice for Hewitt Associates, also brought up how customizing employee benefits can make each generation in the workforce happier. Gen Ys may want yoga as part of their health benefits and Boomers may desire the ability to take two weeks off in a row. Tailoring for each employee helps with retention.

Edwin A. Redfern Jr. is a National Program Consultant for the AARP Workforce Issues Team and he delved into the uncertainty that Boomers face after retirement. He also touched upon how those close to retirement are often met with a sense of not feeling needed anymore at the workplace, and how there aren’t often mentoring programs in place for those soon-to-be retirees to share knowledge with their replacements. Redfern also added how companies should reward generations differently—this will help attract and keep the best talent.

IBM has led generation adaptability by example. Jerrie Stewart is the Director of IBM Systems and Technology, and she spoke of the apprentice program in place at IBM for new employees. They have a talent enhancement program where retirees teach the younger generations, and there is even an academic outreach where they work with schools.

There is still so much to be learned from each of the four generations in the workplace. The person with two years experience does have knowledge to offer the one who has been there for 25 years. And respect must be seen not only from the interns, but from top brass as well.

Learn more about Working Mother Media Conferences and Events above.