There is such a thing as a human algorithm

Much of this is about boomers realizing the game they mostly trained for isn’t being played as much anymore but is still necessary, and Gen Z realizing that in this current sprint the baton still needs an anchor person who can get it across the finish line. Shutterstock

My recent article covered the current retiring of baby boomers at a time of a technology transition, but also at a time when they still have tangible and even critical value. Here, we’ll look a little closer at what more is behind this than just generational retirement and the passing of the torch.

In January a study by Clari + Salesloft in partnership with independent research firm Workplace Intelligence revealed that 19% of baby boomers are planning to retire early because they’re tired of dealing with Gen Z at work. The study also revealed that 39% of Gen Z respondents said they would rather be managed by AI than a baby boomer, while 25% of boomers said they would prefer working with AI over a Gen Z colleague. Roughly 28% of Gen Z said they were looking for roles where the interactions with baby boomers was minimal.

Generational friction is increasing stress and burnout across these age groups.

The study added that generational conflict is costing organizations an average of 5.3 hours per employee per week, adding up to nearly $56 billion in lost productivity for revenue-generating roles across the U.S.

A large source of the strain between baby boomers and Gen Z is the adoption of AI. Sixty percent of baby boomers said Gen Z’s tech-first approach is destroying customer relationships. Meanwhile, 64% of Gen Z’s said boomer resistance to technology is killing innovation.

“Sales should be one of the biggest beneficiaries of AI, but right now it’s becoming a divider instead of a multiplier,” said Steve Cox, CEO at Clari + Salesloft.

Aside from the technical issue still related to the full use and utility of AI, if the adoption is fragmented, knowledge transfer breaks down. These could lead to slower execution, missing forecasts in consecutive months or quarters thereby leading to compounding in the opposite direction than intended.

Work life balance is also defined differently between the two. The study shared that 71% of Gen Z believe boomers value hours worked over results, and 56% blame boomers for today’s toxic work culture. However, 64% of boomers say Gen Z prioritizes work-life balance over business needs.

Much of this is about boomers realizing the game they mostly trained for isn’t being played as much anymore but is still necessary, and Gen Z realizing that in this current sprint the baton still needs an anchor person who can get it across the finish line.

An interesting anecdote comes from a recent story told to me where one of the top young executives at one of the most renowned chains in the country was walking through a store with another senior executive, a boomer. The ranking young executive is talking data, systems and technology. The boomer exec added the story behind the numbers, bringing them to life by relating it to flesh and blood people. The young executive turned to him well intentioned and with humility and said, “Dude, I don’t even know what you’re talking about.”

Art and science, when blended well, often makes for great outcomes. It’s clear that technology will continue to make great enhancements and Gen Z will lead this. However, intuitiveness and experience cannot be easily duplicated, and in many cases, not duplicatable at all. There is such a thing as human algorithm.