Anna and Michael - an Intergenerational partnership
Anna and Michael
Current role: Anna is a Clinical Support Lead and Michael is a Disability Analyst
Age at time of interview: Anna 54, Michael 27
Time at IAS: Anna, 5 years; Michael, 2 years
Anna has taught Michael everything he knows about PIP, while Michael has helped Anna out with some tricky tech queries. They agree that a mix of ages in the workplace helps create a great balance, where everyone can learn from each other and benefit from seeing things from a different perspective.
Anna and Michael met when he was a new recruit at IAS and she was leading the mentorship programme. They’ve both noticed the benefits of intergenerational learning.
A fast track to learning about PIP
“When I first joined, I knew very little about the PIP benefit,” says Michael. “Anna taught me valuable skills that I apply to my job every day, including how to write robust medical reports and how to assess someone for PIP with dignity and respect.” Anna is very knowledgeable and experienced, and she provides excellent support and advice.
Appreciating a different point of view
Anna and Michael agree that it’s important to hear the ideas of people across the age spectrum. “I’ve always enjoyed being in a team with colleagues of all ages,” says Anna, “but working with Michael has helped me consider his perspective and how our decisions as an organisation could affect different age groups.”
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Tech tips from a younger generation
Anna has also made the most of Michael’s technical skills. “Michael is very, very fast on our IT systems,” she says. “When we mentored him, he was very quick to pick up the systems. They’re unique to our company and can be tricky to get to grips with but Michael learned to find his way around them so quickly and regularly helps us out with on-the-spot IT support!"
Bringing diverse experience to their roles
Both Anna and Michael worked in nursing before joining IAS. Michael qualified as a nurse in 2012 and worked in intensive care and in a surgical palliative care ward. Now he audits medical reports to ensure they are the right quality for Department of Work and Pensions case managers.
Anna says the biggest professional risk she’s ever taken was leaving a secure position with a large company at the age of 27 to go to university to train as a nurse. She has also volunteered as a Special Constable for 15 years with Fife Constabulary. “This definitely enhanced my critical thinking, investigation and observation skills,” she says, “all of which have come in unexpectedly useful in this job. I’ve always tended to adopt a mentoring style in my work and strongly believe in passing on what I’ve learned,” she continues. “Particularly in this area of healthcare and assessing disability, it is vital that we all understand how to assess and meet the needs of the people we look after.”
“Life experience, real life knowledge and transferable skills are hugely respected and utilised here”
Anna
Clinical Support Lead, IAS
Old and new make the perfect mix
On the subject of intergenerational learning, Michael is convinced that it has clear benefits for IAS. “It’s good for the organisation because we can bounce ideas off each other and share our different views and opinions. It makes the workplace more diverse, more fun, and leads to better ideas and solutions.”
“I think that IAS benefits from the two of us working together because it blends the old with the new”, adds Anna. That’s the perfect mix, creating good working relationships and a good working environment. Each age group gains a genuine appreciation of the other and it helps everyone to enjoy both their workplace and their working life more.”
Tips from an intergenerational partnership
Having benefited from intergenerational working, what tips would Anna and Michael like to share?
Listen to what people of different ages have to say
“Learning is a two-way street,” says Anna. “As a mature worker, you have so much to gain from sharing your knowledge and experience, and asking younger people to share their views with you too.” Mike agrees, adding that “younger workers need to listen to older workers as they have so much more life and career experience. And in the same way, the younger generation has skills and perspectives that can benefit people who have decades of experience in the workplace.”
Use an age alliance to broaden recruitment processes
“Organisations could ensure more robust recruitment if they paired up employees from different generations as part of the process,” Anna suggests. “For example, more experienced interviewers could guide people with less experience. That way, the organisation would get the benefit of both age groups’ perspectives and help to recruit a more diverse workforce.”
“The best teams have people of all age ranges and skills mix”
Michael
Disability Analyst and Registered Nurse, IAS