How to create the right culture for your multigenerational team
There are currently four generations in the workforce - or five if you count those steadfast employees pushing 80 who aren’t quite ready to retire. Each one is shaped by different life experiences and events, from the post-WWII baby boom to the birth of the internet all the way through the pandemic. And each generation brings their own unique characteristics.
But everyone wants to know they’re a valued part of the team, regardless of their generation. Yes, the differences matter because we need to be aware of how our employees like to work, learn, and receive feedback, but the common thread that runs through everything is a desire to feel trusted, respected, and valued at work.
Often, we’re so focused on the friction that we don’t spend enough time considering the benefits of having such a multifaceted and diverse workforce. So instead, let’s consider the culture we could be creating and build from there.
Why we’re still so stuck on intergenerational conflict
There will always be conflict when you bring people together to tackle the same problems. Everyone has their own ideas and approaches, regardless of their age! But that’s a good thing. If you had a homogeneous team, your company would never adapt or grow. That’s how good companies fail.
According to a study from the London School of Economics (LSE), 83% of workers in the UK report encountering generational conflict at work. Conflict exists in all human relationships, and plays an important role in the workplace. It’s a leader’s role to ensure that the conflict that happens in your team leads to productive energy and innovation.
The power of a generationally diverse workforce
When you bring together people with different ideas, life experiences, and working styles, you create a space where your team can be curious, creative, and challenge one another to think differently and continuously learn.
According to the same study from LSE, intergenerationally inclusive workplaces reduce reports of low productivity from employees. They also result in employees who are twice as likely to be satisfied with their jobs and 1.5x less likely to leave the organisation.
When you have a team that spans different generations, you foster:
Multiple perspectives and skill sharing - Everyone learns more from a broader range of knowledge and abilities.
Increased creativity and innovation - Generational diversity means a blending of ideas, viewpoints, and approaches, and that can lead to more creative problem-solving.
Cross-generational mentoring - Wisdom and insights routinely shared through mentoring and reverse mentoring hugely accelerates performance.
Long-term sustainability - When you build a multigenerational workforce, you forge a steady pipeline of talent and knowledge transfer, and that sets the foundation for future recruitment.
A study from LiveCareer found that 89% of respondents considered generational diversity in the workplace to be a positive aspect of their working culture. And 87% viewed the opportunity to learn from each other as a good thing.
We need to stop thinking of generational differences as a barrier to overcome and instead realise the potential of leading with an open mind - practicing adaptability, and creating a space for a variety of perspectives.
What we can learn from the Gen Z perspective
It’s no secret that Gen Z wants to make a difference. We constantly hear that they’re incredibly purpose-driven and care deeply about work culture, so much so that they may turn down a role they don’t ‘vibe’ with. And that all comes down to the company’s values and how these are actually lived - cue Glassdoor being a much used resource when job-hunting
Businesses that want to be fit for the future can’t turn a blind eye to this - and not just because it’s such a sticking point for Gen Z, but because it affects employees of all generations.
I’ve had clients worry about their Millennial employees becoming disengaged when they weren’t promoted quickly, and now Gen Z has broken onto the scene with even more confidence than their generational predecessors. This might partly account for why many of them are choosing to start their own businesses (my 15 year old son says he’ll be one of them!) rather than work for a company that won’t adapt or isn’t open to fresh perspectives or ways of doing things.
Learning agility will be the key trait for competitive edge as we move into the future. If we don’t want to be left behind, a good place to start is to look for our Gen Z role models. They’ve already lived through some fairly dramatic changes and often show us the way when it comes to adapting quickly and embracing newness. Listen, involve them, and find every opportunity for a cross-pollination of ideas.
The secret to getting the most out of your intergenerational team? A healthy culture
Does your work culture signal to everyone that they belong? That they’re valued for their uniqueness? That they can speak up and challenge ideas?
It starts with understanding the individuals who work with you. What makes them tick? What energises them? What gets in their way? What do they want to learn and what can they teach each other?
Don’t let generational stereotypes dictate your management style. Instead, invest time in understanding and recognising all your employee’s individual needs; and tailor your management style to those preferences.
Other ways you can support your team include:
Encouraging multigenerational mentoring
Keeping communication dynamic and being open to new ideas
Leveraging each employee’s unique talents
Focusing on belonging and inclusion
Building a culture shaped around psychological safety
Being clear about work boundaries and prioritising wellbeing
Showing them they’re part of something bigger and explaining the ‘why’
Being transparent and honest about what’s happening in the business
Role modelling vulnerability and encouraging everyone to admit to mistakes
Providing and asking for regular, specific feedback
Facilitating continual opportunities for learning
Need help figuring out how to best work with your intergenerational team? I’d love to have a chat about building the foundations for the right culture.