Managing the Generational Divide in Digitally Transformed Workforces

Abstract

This study explores how generational differences influence employees' engagement with digital transformation in the workplace, focusing on the challenges and opportunities faced by different age groups during the process of digital adoption. A qualitative research design was employed, using semi-structured interviews to collect data from 29 participants recruited from online platforms. The study followed a purposive sampling strategy to include employees from diverse generational cohorts (Baby Boomers, Generation X, Millennials, and Generation Z). Data were analyzed using NVivo software, and theoretical saturation was reached to ensure the robustness of the findings. Thematic analysis was used to identify key themes related to generational responses to digital transformation. The study revealed three main themes: (1) generational differences in digital adaptation, with younger generations expressing greater comfort with new technologies and older generations experiencing higher levels of stress and anxiety; (2) the crucial role of leadership and support systems in mitigating resistance to digital change, particularly for older employees; and (3) varying perceptions of the impact of digital transformation on work engagement, with younger employees viewing digital tools as opportunities for growth, while older employees were more concerned about job security and work-life balance. Generational differences significantly affect employees' engagement with digital transformation. Organizations should consider these differences when implementing digital strategies, providing targeted support and training to ensure inclusivity across all age groups. Leadership plays a key role in fostering a positive attitude toward digital transformation, especially for older employees, and should be focused on enhancing communication, training, and addressing concerns about job displacement.