Harnessing the Power of a Cross-Generational Workforce

As an executive recruiting professional, I am a student of people. Witnessing firsthand the generational differences of the workforce over the last 40 years has proven insightful.  Discussed often by client companies and applicants alike has been how to successfully capitalize on each generation’s strengths while also mitigating their differences.

With many employees now opting to retire later in life than in past generations, it is not uncommon for companies to have a workforce that spans Gen Z through Baby Boomers.  The business world has evolved considerably since the entry of Baby Boomers in the 1970’s – as have the mindsets and expectations of each generation. Baby Boomers are preparing to retire. Millennials are taking care of aging parents. Gen Z is facing the heavy burden of student loan debt and high cost of living.

Communication styles, work habits, priorities, and other fundamental variances can make or break a multi-generational team. Key to the success of a successful workplace is leadership recognizing its responsibility to bring awareness to its multi-generational workforce of differences and to provide tools to best work together. Here are some examples of how to build a strong team environment:

• Create a culture of respect and civility that integrates different values and beliefs.
• Foster cross-generational mentorship and reverse mentoring programs to facilitate knowledge sharing and understanding.
• Encourage team-building activities that promote collaboration and appreciation of diverse perspectives.
• Provide training on effective communication across generations, especially for people leaders.
• Encourage cross-generational collaboration and communication through projects or group-focused tasks that help foster intergenerational skills.
• Provide training programs to enhance digital skills for members of every generation, including opportunities for cross-skilling.
• Foster a psychologically safe culture where someone in any generation can raise their hand and say something like, “I’m having a tough time understanding the new process here, and I know I’ve asked five times, but can someone help me?”
• Create a technology adoption road map with ongoing support while setting training expectations.
• Involve employees in the decision-making process and address their concerns regarding technology changes.

Every generation can learn from one another, and with the right corporate philosophy and leadership style, our differences can make us stronger.

Written by: Tracy Tringali