Workers aren't bridging the generation gap because 20-something employees rarely chat to those in their 50s and 60s, according to a new survey.

    The poll of 3,494 adults by employment services group Randstad USA showed that 51 percent of baby boomers and 66 percent of older workers report little to no interaction with their younger colleagues.

    Employment experts fear the lack of communication could create a shortage of US skilled labor because retiring baby boomers aren't passing on their knowledge and experience.

    "Older workers stereotypically view younger workers as not as competent and not having such a work ethic," said Eric Buntin, managing director of marketing and operations for Randstad USA. "Younger workers view the older as not thinking outside the box."

    He said the different generations of employees do not have the same expectations of work and values of employment, which is a difficult gap to bridge.

    "The key is that organizations find a way structurally for generations to interact but it can't be a rah-rah coffee or lunch," Buntin said.

    "It has to be bringing them together in meaningful ways so they're engaged in projects together and that has to be managed in the course of time."

    The survey examined four generations, Generation Y, born between 1980 to 1988; Generation X, born 1965 to 1979; baby boomers born in 1946 to 1964 and matures born before 1945.

    The survey also showed that three of the four generations said they have little to no interaction with the most experienced workers -- matures.

    一項(xiàng)最新調(diào)查顯示，員工之間也有“代溝”，20多歲的員工很少與五六十歲的員工交流。

    由“任仕達(dá)美國(guó)”職業(yè)中介公司（Randstad USA）對(duì)3494個(gè)成年人開(kāi)展的民意調(diào)查顯示，51%出生在“嬰兒潮”的員工和66%年齡較大的員工稱(chēng)他們很少或從不與年輕同事交流。

    就業(yè)專(zhuān)家擔(dān)心，年輕員工與年長(zhǎng)員工之間缺乏交流會(huì)導(dǎo)致熟練勞動(dòng)力的短缺，因?yàn)閷⒁�退休�?ldquo;嬰兒潮一代”無(wú)法將他們?cè)诠ぷ髦蟹e累的經(jīng)驗(yàn)和知識(shí)傳授給年輕員工。

    “任仕達(dá)美國(guó)”營(yíng)銷(xiāo)與運(yùn)營(yíng)部的營(yíng)銷(xiāo)總監(jiān)埃里克•邦汀說(shuō)：“年長(zhǎng)員工對(duì)年輕員工抱有一種成見(jiàn)，他們認(rèn)為年輕員工不夠稱(chēng)職，職業(yè)道德欠缺；而年輕員工則認(rèn)為年長(zhǎng)員工觀念保守。”

    他說(shuō)，不同年代員工的職業(yè)期望和就業(yè)價(jià)值觀不同，這是一個(gè)難以彌合的鴻溝。

    邦汀說(shuō)：“解決這一問(wèn)題的關(guān)鍵在于公司要找出一個(gè)促進(jìn)不同年代員工之間‘結(jié)構(gòu)性’互動(dòng)的辦法，但這并不是說(shuō)大家坐在一起鬧轟轟地喝杯咖啡或者吃頓飯就行了。”

    “公司要通過(guò)有意義的方式將大家聚在一起，比如一起做項(xiàng)目，這種機(jī)制遲早得建立。”

    該調(diào)查共對(duì)四代員工進(jìn)行了訪問(wèn)，包括1980年至1988年出生的“Y代人”（80后）、1965年至1979年出生的“X代人”、1946年至1964年出生的“嬰兒潮代”和1945年以前出生的老一輩人。

    調(diào)查顯示，其中三代的員工稱(chēng)他們很少或從未與最有經(jīng)驗(yàn)的老一輩員工交流過(guò)。