Aperian

World Day for Cultural Diversity is approaching! You're invited to celebrate with us at an Aperian Live event across different time zones on Tuesday, May 21, all about embracing the power of multicultural teams. Register in Aperian, or start a 14-day free trial to gain access. https://bit.ly/3QBZEj8

👴👵🙏👨👩 #ICYMI AmChamSG hosted an event on “Bridging the Generational Gap: Strategies for Managing Multigenerational Team”.   The panel included Manish Arneja, Managing Partner, SEA, Resilience Institute; Freeda Fernandes, Director, APAC Sales, Aperian; and Yvonne Teo, VP, HR, APAC, ADP. Moderated by Damian P. Collins, Senior Partner, Organizational Design & Change Management, Lim-Loges & Masters, the discussion unpacked how workplaces can be more conducive to the needs and expectations of both Gen Z and older generations.   Key takeaways include: 💡 The priorities of Gen Z reflect major trends that competitive businesses should be integrating. Gen Z oftentimes look for workplaces that are purpose driven and integrate social and environmental causes into their workstreams. Yvonne shared “For Gen Z, they look beyond profits. They care a lot about sustainability and what you do regarding diversity and inclusion. It is important that you understand what drives them.” On top of that, they are digital natives that grew up with technology, so they prefer workplaces that embrace and support flexible work arrangements. 💡 The practice of employers not allowing moonlighting should end. The younger generation often have multiple side-gigs and are focused on building their own brand. Firms will have a hard time retaining employees if they do not provide a level of flexibility in this aspect. “If you give guitar lessons or undergo coaching, go for it. How do I make it possible? Perhaps only requiring 3 or 4 working days.” Manish suggested should be the mindset of employers. 💡 Hybrid workplaces are crucial in increasing flexibility. However, the technology used to enable this should be equitable and inclusive. Freeda shared, “There are different levels of fluency and adaptability across different generations. No one should be left behind.” For the older generation, making them feel psychologically safe in the hybrid workplace is key. This means keeping their needs in mind when the company develops work processes. 💡 Overcommunication is an issue with the use of tech. Many employees are being pressured to reply instantaneously to messages rather than focus on work. For Gen Z who prize flexibility, this is a major turn-off. While older colleagues who prefer face-to-face communication find this discomforting. Managers should be mindful of this and give employees the possibility to take a break from communication tools, even during working hours, so that they can actually perform. 💡 Organizations need to be more deliberate when fostering collaboration across different generations. One successful initiative that the panel praised is reverse mentorship, where the older generation shares knowledge and life advice while the younger generation shares the latest developments in technology and other trends in reverse.   We thank our speakers, attendees, and Human Capital Committee Sponsors ADP Southeast Asia and Eagles Flight Asia Pacific for their support.

In this month's episode, TJ Dennis connects with Sarah Cincotta, Director of Global Marketing at Aperian. They discuss the complicated but important nature of going through a rebrand, why using a partner in the process helped Aperian focus on the internal mission and adoption, and shared how a lot of that inspiration comes from brands like The Walt Disney Company who have a powerful story and energy when you see their logo. #PIEcast #businessdevelopment #branding #rebrand

👴👵🙏👨👩 #ICYMI AmChamSG hosted an event on “Bridging the Generational Gap: Strategies for Managing Multigenerational Team”.   The panel included Manish Arneja, Managing Partner, SEA, Resilience Institute; Freeda Fernandes, Director, APAC Sales, Aperian; and Yvonne Teo, VP, HR, APAC, ADP. Moderated by Damian P. Collins, Senior Partner, Organizational Design & Change Management, Lim-Loges & Masters, the discussion unpacked how workplaces can be more conducive to the needs and expectations of both Gen Z and older generations.   Key takeaways include: 💡 The priorities of Gen Z reflect major trends that competitive businesses should be integrating. Gen Z oftentimes look for workplaces that are purpose driven and integrate social and environmental causes into their workstreams. Yvonne shared “For Gen Z, they look beyond profits. They care a lot about sustainability and what you do regarding diversity and inclusion. It is important that you understand what drives them.” On top of that, they are digital natives that grew up with technology, so they prefer workplaces that embrace and support flexible work arrangements. 💡 The practice of employers not allowing moonlighting should end. The younger generation often have multiple side-gigs and are focused on building their own brand. Firms will have a hard time retaining employees if they do not provide a level of flexibility in this aspect. “If you give guitar lessons or undergo coaching, go for it. How do I make it possible? Perhaps only requiring 3 or 4 working days.” Manish suggested should be the mindset of employers. 💡 Hybrid workplaces are crucial in increasing flexibility. However, the technology used to enable this should be equitable and inclusive. Freeda shared, “There are different levels of fluency and adaptability across different generations. No one should be left behind.” For the older generation, making them feel psychologically safe in the hybrid workplace is key. This means keeping their needs in mind when the company develops work processes. 💡 Overcommunication is an issue with the use of tech. Many employees are being pressured to reply instantaneously to messages rather than focus on work. For Gen Z who prize flexibility, this is a major turn-off. While older colleagues who prefer face-to-face communication find this discomforting. Managers should be mindful of this and give employees the possibility to take a break from communication tools, even during working hours, so that they can actually perform. 💡 Organizations need to be more deliberate when fostering collaboration across different generations. One successful initiative that the panel praised is reverse mentorship, where the older generation shares knowledge and life advice while the younger generation shares the latest developments in technology and other trends in reverse.   We thank our speakers, attendees, and Human Capital Committee Sponsors ADP Southeast Asia and Eagles Flight Asia Pacific for their support.