'It made me doubt myself': Could this be 'generational gaslighting' in your UAE job?

Dubai: Whether you’re a Gen Z innovator or a seasoned Baby Boomer, chances are you’ve witnessed or experienced a disconnect in the workplace. Have your ideas ever been dismissed with a dismissive “that’s the way we’ve always done it,” or have you ever reacted incredulity to a younger colleague’s proposed changes? These moments can highlight the generational differences in approaching workplace evolution, a subtle form of “generational gaslighting” that can affect us all.

According to management consultancy firm Korn Ferry, generating gaslighting is the act of invalidating or dismissing one generation's experiences, values, or challenges—often by another.

Soon, we’ll have six generations in many companies. By 2033, nearly a third of people over 70 will continue to work, while Generation Alpha (born 2010–today) will start filling up the junior roles, according to Korn Ferry’s Workforce 2025 report.

While this makes the workforce more multigenerational than ever, it is also causing significant dissatisfaction for some.

Having more senior employees in the workforce has its benefits. They bring a wealth of experience and knowledge that can be shared through the workforce. Still, problems persist. According to the report, which surveyed more than 15,000 professionals from major markets across the globe, around 60 per cent of Gen Z surveyed in the UAE feel they’re overlooked for training opportunities because of their age. In contrast, 56 per cent believe they’re also passed up for senior positions due to age.

This is critical because 68 per cent of Gen Z say they need better communication and teamwork training. Yet, only 42 per cent of Gen X think there’s a problem. That’s a serious perception gap. So, is it being overlooked—or ignored? About 38 per cent of Gen Z feel a skill technology gap among their older colleagues. And 61 per cent of GenX and Baby Boomers believe that technology training is key to bridging the skills gap.

“This points to a growing perception of being undervalued in the workplace. Measuring employee perception is essential to understanding how teams feel about their work, leadership, and growth opportunities,” read the report.

Korn Ferry recommends incorporating listening tools—like pulse surveys, feedback platforms, and one-on-one check-ins— into organisational structures that can gather real-time insights and act on what matters most.

“These tools not only surface hidden concerns but also show employees that their voices are heard, fostering a more engaged and empowered workforce,” it said.

According to the report, tailoring training and rewards to meet the needs of different generations can also help bridge gaps.

Vijay Gandhi, Regional Director, Korn Ferry Digital, EMEA, said, “Employees in the UAE and Saudi Arabia are no longer just seeking better pay; they are actively evaluating leadership quality, growth opportunities, and how aligned their workplace is with their values.”

The report also said that pay, benefits and growth remain key motivators for change. According to the survey, 80 per cent of employees in the UAE say they would consider switching jobs for better pay. In addition to compensation, employees also highlight benefits, job security, and opportunities for growth as important factors influencing their decision to move.

The UAE government is actively shaping the future of work through several key mandates. Recent changes in the labour law have introduced more flexible work models, including part-time, temporary, remote working, and job-sharing roles, providing flexibility for both employers and employees. Fixed-term contracts have become the standard.

The focus on the future of work is also evident in programs exploring automation, digitalisation, work-life balance, and adopting best practices in the government sector. These trends collectively aim to create a more nationalised, flexible, and future-ready workforce in the UAE.