On October 7, in the warm setting of a Châteauform’ venue, a stimulating dinner-conference was held, bringing together executives, HRDs, and experts from the consulting world.
The objective: to create a dialogue—and sometimes a confrontation—between the vision of Jasmine Manet, Managing Director of Youth Forever, and that of Althéa, centered on the same challenge: intergenerational management and the transformation of HR practices.
Throughout the speeches and discussions, several major themes emerged: the reality of the “generation gap,” the expectations of Gen Z, the structuring of career paths, and the key role of management in fostering cohesion between different ages and profiles.
Jasmine Manet: “The generation gap does not exist”
According to Jasmine Manet, the generation gap is not inevitable, but rather a reflection of organizational dysfunctions. Perceived tensions between generations primarily reveal a need for transparency, meaning, and dialogue.
She points out that Gen Z is operating in a post-Covid context of fragility, seeking consistency between a company’s words and actions, and expecting new managerial rituals.
Among the levers she highlights:
- the Youth Journey Mural, a tool for rethinking key moments in the employee journey;
- the implementation of team rituals and shared discussion spaces;
- a more systemic approach to management, centered on trust and recognition.
Her message: the challenge is not generational; it is structural and managerial.
Althéa’s perspective: transforming observations into HR levers
At Althéa, we share this conviction: gaps between generations primarily reflect flaws in structure and HR management.
This is why our approach to Talent Management aims to create the concrete conditions for sustainable cohesion.
Our points of convergence
- Structured onboarding: a key moment for integration, it must foster trust and a sense of belonging from the very first days.
- Transparency and trajectories: defining clear frameworks and readable career paths to give meaning to professional progression.
- Internal mobility and development: encouraging employee growth, whether horizontal or vertical, to strengthen retention and engagement.
- Rituals and feedback: establishing regular exchange times to streamline communication between generations.
Our nuances and further insights
- Working as much with experienced managers as with young talents to build a symmetrical dialogue.
- Supporting cultural change through training, communication, and coaching.
- Prioritizing actions according to the HR maturity and resources of each company.
- Implementing management tools (KPIs, dashboards) to transform good intentions into measurable results.
Three key takeaways from the dinner-conference
- The real issue is not generational but structural: tensions arise from a lack of clarity, meaning, and appropriate management.
- HR levers are under-exploited: onboarding, mobility, and managerial rituals are powerful but often fragmented tools.
- Change management is essential: intergenerational cohesion is built over time, with methodology and collective commitment.
Moving from observation to action: the Althéa approach
To support companies in this transformation, Althéa deploys a comprehensive approach:
- Shared diagnosis: analysis of career paths, interviews, and mapping of existing practices.
- Strategic co-construction: development of a prioritized and realistic roadmap.
- Integrated HR design: onboarding systems, mobility, Comp & Ben, managerial rituals, digital tools.
- Change management: manager training, internal communication, coaching.
- Continuous monitoring: tracking key indicators and regular adjustment.
In conclusion
The dinner-conference on October 7 served as a reminder of an obvious truth: there is no generation gap to resolve, but a dialogue to build.
The organizations that succeed will be those capable of transforming differences into complementarities, through clear, measured, and human talent management.
At Althéa, we make it our mission: to create the conditions for a more coherent, inclusive, and sustainable company.
