With Generation Z rapidly becoming a larger presence in the workforce, many assume this influx automatically boosts an organisation’s digital dexterity. After all, if someone grew up with smartphones and wi-fi, they must be more tech literate than, say, their grandparent wrestling with the TV remote – right?
But here’s the question worth asking: is digital competence truly defined by your birth year? Let’s explore why tech savvy is less about age – and more about attitude.
Who are digital natives and digital adapters?
- Digital natives are individuals born into the digital age – typically Millennials and Gen Z – who’ve interacted with internet-connected devices since childhood. Swiping, tapping, and scrolling are second nature.
- Digital adapters – often older generations like Gen X and Boomers – grew up in an analogue world and incorporated digital tools as they emerged, learning through transition.
Here’s the catch: familiarity isn’t the same as mastery. Knowing how to post on TikTok doesn’t necessarily equate to understanding cybersecurity, data governance, or digital strategy.
Tech savvy: It’s more than using an app
Tech literacy involves problem-solving, critical thinking, curiosity, adaptability, and even digital ethics. It includes:
- navigating different platforms confidently
- learning new tools without hand-holding
- understanding how tech impacts society
- recognising misinformation and protecting digital privacy.
All of these skills aren’t age-dependent, they’re mindset-dependent.
Learning styles v learning capacity
The belief that older generations ‘just can’t get tech’ isn’t just outdated – it’s incorrect.
- Older adults can and do learn new technologies effectively, especially when training is relevant and inclusive.
- Many digital natives use tech passively, consuming content rather than engaging critically or creatively.
- Lifelong learning and curiosity are stronger predictors of digital fluency than early exposure alone.
Reframing the conversation: It’s about digital confidence
Rather than measuring tech prowess by generation, let’s consider digital confidence.
- Are you empowered to experiment with new tools?
- Can you troubleshoot or seek solutions independently?
- Do you use technology to solve problems – not just consume content?
These are the real markers of tech fluency, and they can be cultivated at any age.
Implications for HR and the workplace
This shift in how we view tech literacy has serious implications for HR, especially in talent development, inclusion, and workforce planning.
- Rethink training and onboarding: Avoid generational assumptions by tailoring tech training to experience levels, not age. Seek to promote a culture of continuous learning, by encouraging all employees to reskill and upskill without judgement.
- End informal tech hierarchies: Don’t default to younger employees as unofficial IT support. Provide equitable access to training and resources.
- Redefine tech talent: Stop equating ‘digital native’ with digital mastery in hiring. Prioritise qualities like adaptability, problem-solving, and curiosity.
- Celebrate wins across the board: Highlight digital innovation at every level and age group in the company.
Conclusion
Casting tech fluency as a generational competition stifles potential on both ends. Older employees may withdraw from digital spaces they feel excluded from; younger ones may feel pressured to know everything instinctively. Technology thrives when generations collaborate, not compete.
So next time you’re tempted to sigh over a Boomer’s Facebook post or assume a Gen Zer knows how to fix your wi-fi, pause. Maybe your nan’s editing videos on her tablet – and your niece just Googled ‘how to connect to wi-fi.’
Age doesn’t define tech savvy. Curiosity does.