How to Manage a Multi-Generational Team

Today’s workforce is incredibly diverse — believe it or not, currently there are five generations present in the professional landscape. They are traditionalists (born in 1945 and before), Baby Boomers (born between 1946 and 1964), Generation X – (born between 1965 and 1976), Millennials – (born between 1977 and 1995), and Generation Z (born in 1996 and after). Each of them comes with different experiences, perspectives, and thoughts, which can result in more creativity and innovation. However, managing teams with members from different generations can be tricky.

This article outlines some impactful tips for handling the multigenerational workplace to ensure all employees feel valued, empowered, and invested.

Dispel generational stereotypes

Every generation is plagued by a slew of misconceptions. Older workers, for example, are thought to be less productive, resistant to change and generally hard to work with. Conversely, younger workers are alleged to feel entitled, have short attention spans, and be noncommittal. But amidst unfounded stereotypes lies a simple truth: Generations can work in harmony if inaccurate perceptions are corrected. If a leader makes assumptions about each generation, the environment might get a little non-productive. When managers buy into generational stereotypes, they are making a snap judgment about what their employees are going to be without getting to know who they really are. You don’t want to hinge your thoughts of an employee on assumptions that may or may not be true of them.

Infact, it is surprising to find that team members of all generations share many common values beyond the superficial differences. Research suggests there are more similarities than differences across generations. After all, most employees want to feel engaged with their work, receive fair pay, achieve their goals, build a better quality of life, and be happy and respected.

To address this, managers need to talk openly about stereotypes, emphasize the commonalities and shared goals all employees have, and recognize that employees’ needs change over time and in lots of different ways.

Knowledge transfer: Offer training across the workforce at every stage

Knowledge flows in multiple directions among high-performing teams. Leaders need to ensure they create opportunities for sharing information across their workforce, including differing age dynamics.

This could consist of more informal knowledge-sharing via a mentoring or even reverse-mentoring program, in which individuals from different age groups and designations are paired up and encouraged to share their insights on specific areas of expertise. This could include technical skills, such as navigating new technologies, or the soft skills needed to progress their career goals, such as managing the expectations of senior stakeholders.

Remember, age does not impact employees’ willingness to undergo training to reskill. How leaders approach and implement training opportunities will impact the appetite for learning.

Choose the right communication tools for all team members

Leaders need to use a mix of traditional and digital channels to make communication more accessible for everyone. Older workers may prefer phone calls or in-person meetings, while the younger generation often likes instant messaging or video chats. Hence leaders will need to find the right balance for effective team management.

A good approach is to use:

• Emails for formal updates
• Chat application for quick responses
• Video calls for larger team meetings
• In-person sessions for deep discussions

However, leaders must ensure they take input from all age groups when picking tools. This will help streamline and organize the communication process across the workforce.

Encourage cross-generational collaboration

To encourage cross-generational collaboration leaders cancreate shared and cross-functional projects whereteam members from different generations and departments work together for one single goal. This will allow younger staff to bring fresh ideas and let older ones add their valuable experience. This blend of skills and capabilities will lead to better problem-solving and creativity. It will not only help people grow and learn in a practical context but will also help build relationships with others, from different generations and backgrounds.

Likewise, leaders can also create team-building activities that appeal to all ages. This could include organizing sports events, creative fun activities, or workshops. Such events will certainly help team members bond across different age lines.

Offer flexibility in management styles

Encourage business leaders at all levels to be flexible in their management styles.  Some generations want hands-off leaders, while others want a more involved management style.

Management plays a critical role in employee performance. Be it any generation, if employees don’t get along with their managers, they will leave, regardless of how much they are getting paid or what benefits they receive. The key is to understand how each group works and what each needs to be productive. A smart step is taking time to understand the generational groups in the workforce. Managers who know how to motivate and engage with employees from different generations will experience a happy work culture, better productivity, and long-term organizational growth.

Recognize and reward people appropriately

Do not take a one-size-fits-all approach to reward and recognition programs. Motivate your employees with incentives that matter to them. Consider what inspires (or turns off) certain generational groups or individuals in order to motivate/retain employees and to create effective recognition and reward programs.

Remind yourself and your team that everyone is working towards the same goal. This creates a sense of camaraderie, even if each person has a different approach, allowing you to come together as a team to unpack challenges and celebrate wins.

A common purpose unites people and minimizes their differences. Regardless of their age, employees want to be clear on the business goals and the specific role they are required to play in these endeavors.  

Thriving with a multi-gen workforce

Finally, regardless of where you live or what industry you are in, we are all experiencing a dramatic generational shift in today’s workplace. Be it the wave of Millennials who are beginning to climb the corporate ladder or the Baby Boomers preparing to leave, it is common to find all five generations working within the same business environment.

While there is no one-size-fits-all approach to handling the multigenerational workforce, organizations that work proactively to address the different generations will reap the benefits—including improved corporate culture, higher employee engagement and morale, more effective teams, and better employee retention. Those that ignore the impact of the multigenerational workforce risk losing in the war for talent.

In brief

Today’s workforce is truly multigenerational. Rather than seeing generational differences as a problem to be managed, embrace them as a strength to be leveraged. With the right strategies and mindset, leaders can create a workplace where employees of all generations thrive together.