1 Make knowledge flow in both directions .Younger and older workers operate in silos. Digital skills stay with the young; institutional experience stays with the older. Neither transfers effectively. 2.Give SMEs a lasting framework, not a one-time training. SMEs don't have HR departments, consultants, or budgets to redesign their learning culture every few years. They need something they can pick up and use on their own, repeatedly. For SME owners and HR managers: a ready-to-use blueprint to run intergenerational learning inside their own organization For training organizations: new methodologies to integrate into future adult education programs 3. To built a practical bridge between young workers and older ones, reduce generational conflict in workplace and thus contribute to mutual respect across age groups — embodying the European Pillar of Social Rights 4. A replicable model for Europe: What works in Greece and Belgium can be adapted and scaled to any EU country facing the same intergenerational challenge
A partnership between Mellon Omega (Belgium) and Akadimos (Greece). Mellon Omega is a small firm whose main activities are consulting in communication, HR, and workplace culture optimization, alongside professional development coaching. Akadimos is an accredited Lifelong Learning and Training Centre whose mission revolves around adult education, professional development, and vocational training. Working with multigenerational teams,we have observed the challenge the project addresses: younger employees with strong digital skills, older employees with deep industry knowledge, and poor mechanisms for transferring knowledge in either direction. Mellon Omega applied because the project aligns with and extends their existing consultancy work in HR, workplace culture, and digital transformation. Akadimos applied because the project complements and expands their core mission of adult education and digital upskilling. Needs we have addressed through Intergen 1.SMEs facing intergenerational digital skills gaps 2. Adult learners (22–65+) needing structured learning frameworks 3.Lack of bidirectional knowledge transfer mechanisms 4.Absence of replicable, scalable tools for SMEs