Leading a team can be a juggling act, but managing a multigenerational one? It takes a special finesse.
However, it is totally possible, and doing it effectively is worth the time and effort.
So, let’s explore how different generations in the workplace can set your business apart and lend itself to big company growth and success.
What You Need to Know About the Generations Dominating the Workforce
In today’s working world, it’s important to understand how different generations approach their jobs. We’ve got Gen X, Millennials, Gen Z, and even Baby Boomers, all working side by side, each bringing their unique perspectives and communication styles to the mix.
By appreciating what makes each generation tick, you can tap into their diverse strengths and create a more cohesive team atmosphere.
Let’s take a look at some of the traits, career interests, and work styles of each generation, that can help you understand how to create more cohesive dynamics in the workplace:
Generation X (1965 – 1980)
Born between 1965 and 1980, Gen Xers bring a wealth of experience and perspective to the table. Peoplescout reports that Gen X makes up one-third of the workforce and over half of managers, showcasing their knack for steering the ship.
It’s no surprise that this generation has made their mark in fields like finance, law, and technology, bringing their strategic thinking and independence to the forefront of their careers.
A common thread amongst Gen Xers is shared values like work-life balance, personal + professional growth, and autonomy. These values not only shape their approach to work but also influence how they interact with colleagues and contribute to the overall success of the organizations they are a part of.
Here are a few other key characteristics you should know about Gen X:
- Desire for Mentorship: With most of Gen X’s “mentors” being Baby Boomers who have retired from the workplace, Gen Xers may feel a deeper desire to invest in mentee relationships.
- Clear Communication: Gen Xers appreciate direct, straightforward communication and feedback.
Results-Oriented: Gen Xers are driven to achieve tangible outcomes. They often emphasize effectiveness and productivity in their professional endeavors.
Millennials (1981 – 1996)
Born between 1981 and 1996, Millennials are all about purpose-driven work (and a healthy dose of avocado toast 😉). They seek roles that align with their values and allow them to make a positive impact, prioritizing meaningful collaboration and transparency.
According to Gallup, 60% of Millennials are open to new job opportunities, highlighting their desire to find personal fulfillment and a sense of purpose in their careers.
With a natural affinity for technology, many millennials have found their calling in the realms of marketing, design, and social media coordination. They’re the ones who can effortlessly help Gen X navigate the world of Instagram stories and TikTok trends, bridging the gaps on multigenerational teams.
Here are a few other key characteristics you should know about Millennials:
- Growth Mindset: Millennials often seek feedback and actively look for ways to improve and grow in their careers.
- Open-Minded: This generation is known for being adaptable to change and open to exploring different approaches to work.
Values-Driven: Millennials are known for prioritizing personal values and beliefs in their decision-making processes.
Generation Z (1997 – 2012)
Ah, the dynamic Gen Z, born from 1997 to 2012. This generation has been raised in an era of constant connectivity and is known for swiping right on opportunities. Their natural inclination toward entrepreneurship and creativity often propels them into career paths in activism, influencer marketing, and technology.
According to Forbes, Generation Z is expected to make up 30% of the workforce by 2025, highlighting the importance of knowing how to lead different generations in the workplace.
Here are a few other key characteristics you should know about Gen Z:
- Entrepreneurial Spirit: Many Gen Zers show a preference for creating their own opportunities and pursuing independent ventures – often in addition to corporate careers.
- Tech Savviness: Gen Z is quick to adapt to new technologies and often seeks tech-driven solutions in both personal and professional settings.
- Work-Life Balance: By and large, Gen Zers value work-life balance and prioritize mental health and well-being in the workplace.
The Benefits of a Multigenerational Workforce
As organizations navigate increasingly complex workplaces, leaning into the collective strengths of a multigenerational workforce becomes not only a strategic advantage but also the key to sustained success and growth.
So, if you want to stay ahead in the game and watch your organization thrive, it may be time to explore the full range of benefits that a multigenerational team provides.
Creating a Culture of Mentorship
One of the beauties of having different generations in the workplace is the knowledge exchange that naturally happens.
Gen Xers mentor Millennials on navigating complex business landscapes, Millennials keep Gen Xers up to date on the latest tech innovations, and Gen Zers offer unique ideas and a deep understanding of consumer behaviors and preferences.
This melting pot of generational perspectives lends itself to beneficial mentor-mentee relationships among team members, creating a culture of not just mentorship, but of mutual growth and skill development, too.
Nurturing Innovation
On multigenerational teams, the diverse range of perspectives and experiences is like an incubator – a place for innovation to thrive.
When different generational perspectives meet, your team is encouraged to explore unconventional ideas and approaches. This collaborative environment is what allows team members to flex their unique strengths and insights, creating a culture of innovation and continuous improvement.
By leveraging the collective wisdom of multiple generations, organizations can tap into a wealth of knowledge, creativity, and innovation.
Unique Learning Opportunities
When blending multigenerational skill sets, it is natural for knowledge gaps to arise, simply due to differences in experiences, backgrounds, and expertise.
For example, a younger team member faces a unique challenge that their older colleague faced early on in their career. Thankfully, your Gen Z employee leans on the experience their GenX colleague brings to the table, and together they resolve the issue.
It goes both ways, too. Older employees can seize the opportunity to learn about new technologies, trends, and innovative approaches from younger team members, closing their own knowledge gaps.
By finding the unique learning opportunities that inherently exist within your multigenerational team, your workforce is encouraged to exchange ideas and collectively develop new skills.
How To Bridge the Gaps on Multigenerational Teams
If you want to leverage the strengths and experiences that each generation (and person) brings to the table, it’s important to know how to bridge the gaps within your multigenerational team.
By understanding how to create a connected team, you can help forge more opportunities for knowledge to be shared, mentorship to be valued, and ideas to flourish.
Here’s how to help connect different generations in the workplace:
Find Commonalities Among Team Members
One key strategy for bridging the gaps between different generations in the workplace is to find commonalities among team members that transcend age differences.
By focusing on shared interests, values, and goals, leaders can foster a sense of camaraderie. Whether it’s a love for coffee breaks or a passion for community service, identifying common ground can bridge generational gaps and promote a harmonious work environment.
For example, most people want to work hard + grow in their careers. Most people need additional insight or fresh eyes on their work from time to time. These things transcend the generations and are often universal. Emphasize the commonalities among your team members as opposed to focusing on what makes them different, and trust us, you’ll be bridging those gaps fast.
Implement Mentor/Mentee Opportunities
Another effective way to bridge generational gaps is to implement mentor/mentee opportunities.
Pairing older employees with younger employees creates a valuable exchange of knowledge, skills, and experiences that benefits both mentor and mentee.
Through mentorship, the older generations can share their wisdom and guidance with their younger mentee, while the mentee offers fresh perspectives and innovative ideas.
Together, they form a dynamic duo and better each other’s work.
Create Space for Meaningful Collaboration
One of the secrets to success in multigenerational teams is to cultivate an environment that encourages open communication, idea sharing, and mutual respect.
Create space for brainstorming sessions, team projects, and cross-departmental initiatives, so meaningful collaboration can take place.
The magic happens when team members feel heard, valued, and empowered to contribute their unique ideas.
How That’s Good HR Can Help You Manage Different Generations in the Workplace
Visit our website to learn more about how That’s Good HR can bridge the gaps in your recruiting, hiring, and onboarding processes.
We’ll be your partner in creating a harmonious and productive workplace where every generation feels valued and empowered – it’s what we do best.