Multigenerational workforces: Bridging age gaps at work

For the first time in history, it’s not uncommon for four generations shaped by vastly different social and technological experiences to be working side by side under one roof. And with people working well into their 60s, 70s, and beyond, multigenerational teams are here to stay.

But while these different generations might work in the same spaces, it’s no guarantee they’ll successfully connect or collaborate. In this guide, we lay out age brackets to help you build a thriving, engaged multigenerational workforce.

Understanding generational differences matters more than ever

The diverse perspectives and personalities inherent in multigenerational workplaces result in teams better suited to problem-solving and innovation. But having four or five generations working side by side also presents some unique challenges.

One of the biggest hurdles is getting everyone on the same page with technology. Modern companies have to keep up with AI tools, virtual project planning, asynchronous communication, and task automation. Some individuals may have to become familiar with radically different ways of working from how they were originally trained.

Another major challenge is myth-busting. For example, older generations may assume a lack of experience from their younger counterparts and disregard their opinions. Or younger employees might write off an older colleague as “stuck in their ways” and resistant to new technologies. But these common myths are far from true. Younger generations offer fresh new perspectives, and many older workers are happy to learn new skills and tools. 

Generational differences: Workforce values and preferences

The first step in creating a more age-inclusive workspace is understanding each generation’s values. When you know what matters to people, it’s easier to predict their needs. 

But remember, while the following points can be a valuable starting point, they’re also generalizations that are unlikely to apply to everyone.

Baby Boomers

• Values: Baby Boomers value traditional office hierarchies and hard work, which can sometimes manifest as “grit” or overworking. They’re also a loyal crowd, more likely to stay with a company for the long haul.
• Communication style: Individuals usually prefer in-person communication. They can see particularly informal digital messages as quite jarring. 
• Work-life balance: This generation was taught to value hard work, sometimes to a fault. This means that work-life balance can often skew toward work rather than personal goals or leisure.

Generation X (Gen X)

• Values: Generation X values work-life balance and learning from a diverse group of peers. They’re dedicated, but don’t want to repeat the “all-work, no-play” attitude they observed in the previous generation.
• Communication style: Gen X prefers quick, direct communication that resolves questions efficiently. They’ll pick up the phone or meet face to face just as readily as they’ll use newer tech for messaging.
• Work-life balance: This generation appreciates when an employer respects their passions and goals outside of work.

Millennials

• Values: Millennials focus on diversity, inclusion, and ethical work. They also value flexible working arrangements that prioritize mental wellness.
• Communication style: Millennials grew up with instant messaging and email, and they feel comfortable using these technologies in the workplace. They prefer constant communication and feedback and want recognition to feel personalized.
• Work-life balance: Millennials actively seek more flexible workflows and a work-life balance that respects their mental health.

Generation Z (Gen Z)

• Values: Generation Z values interesting, meaningful work above all else, even pay. They also focus on ethical work that makes the world a better place.
• Communication style: Gen Z is the social media generation, so they’re proficient in using digital platforms to communicate. They’re also very comfortable using text messaging and other instant chat platforms.
• Work-life balance: Work-life balance is a top priority for Gen Z, who are great at setting boundaries. They still work hard, but they’re more likely to stick to office hours or request time off for a leisure activity.

Gen Z in the workplace: Transforming culture and values

Many companies have changed how they do business in response to Gen Z values. This generation has pushed organizations to do meaningful work, take on more social responsibility, and embrace a healthier work-life balance. Gen Z employees are also the most likely to embrace AI and other emerging technologies.

Intergenerational workforces: 7 strategies to turn diversity into strength

Every generation brings unique skills and values to the table. But those contributions aren’t necessarily always in harmony. 

To effectively lead a multigenerational workforce, you should strategize ways to encourage connection and skill-building. Here are a few strategies that can help.

Encourage cross-generational collaboration

You can encourage collaboration by having more experienced employees mentor newer ones. Undo the traditional hierarchies by asking younger employees to help older ones, too. For example, a Gen Z team member could show a Baby Boomer how to use a new AI tool.

Invest in customized upskilling

Older generations tend to respond best to structured, lecture-style learning. Younger, tech-savvy team members are more likely to need help with soft skills. Build a training strategy that targets individuals’ specific needs rather than requiring every employee to take the same courses.

If you’re unsure about what different generations want to learn, survey them. Workplace Officevibe’s custom questionnaires are a great way to gather anonymous feedback.

Take a people-first approach 

With so many businesses embracing hybrid and remote work, people don’t need to meet face to face anymore. This is great for productivity, but it can affect personal relationships. Companies should encourage connection in other ways, like team-building events or ensuring leaders hold one-on-one meetings with their reports. Helping people get to know each other prevents generational or hierarchical divides from deepening. 

Recognize individual strengths

Highlight each generation’s strengths by recognizing individuals and shouting out a job well done, and encourage leaders to privately and publicly congratulate employees. Workleap’s Good Vibes tool also makes it easy for team members to acknowledge each other’s accomplishments. 

Take everyone’s insights into account

To make sure you’re gathering feedback from your whole team, regularly survey your workforce on their experience. Have leaders meet with their direct reports to gather even deeper feedback. 

The data you collect is far more personalized than research statistics. You may learn that Baby Boomers on your team crave a better work-life balance or that your Gen Z employees are more wage-driven. You can use this information to improve working arrangements, professional development, company culture, and employee engagement.

Establish age-diverse leadership

Diversify your organization's leadership by not equating age with experience. Making use of older generations’ experience is one of the most powerful benefits of a multigenerational workforce, but be sure to also entrust leadership roles to younger people with standout skills. For example, a recent graduate from a cutting-edge tech program could be ‌a great leader for a new AI-focused project. 

Customize your benefits offering

People have different needs at each stage of their lives and want benefits tailored to them. Younger professionals might prioritize vacation days or wellness perks, while older team members may look for strong health and retirement plans. Offer flexible benefits that allow employees to customize their rewards and pick from a menu of options. This way, they can choose the package that best fits their current needs.

Connect with your multigenerational workforce through Workleap

Turn the fact that you have several generations in the workplace into an opportunity rather than a challenge by learning about everyone’s distinct needs and aiming to meet them. 

Workleap Officevibe’s anonymous feedback and messaging tools help you bridge generational gaps by allowing you to gather information on employee engagement, company culture, benefits, and beyond. It also keeps your intergenerational workforce connected, with communication tool integrations that keep the cross-platform conversation flowing.

Demo Workleap today to see how it can help you build an environment where your multigenerational workforce thrives.

FAQs

What are the challenges of managing a multigenerational workforce?

One of the key challenges of managing a multigenerational workforce is responding to varying values and needs. Team members from different generations will have distinct preferences around work-life balance, communication, benefits, and employee recognition.

When will Generation Alpha join the workforce?

Generation Alpha refers to those born in or after 2010. Since the minimum legal working age is 14, some of this generation’s oldest members have already entered the workforce. But the majority of Gen Alpha will begin work in the late 2020s and early 2030s.

Which generation is known as the Silent Generation?

The Silent Generation is anyone born between 1928 and 1945. Chronologically, they fall right before Baby Boomers.