Maximising the Potential of Your Multigenerational Team:

Today’s workforce is the most diverse it’s ever been. Many, if not all teams, are fortunate enough to benefit from working alongside colleagues of different ages, backgrounds and experience. If you think about your team right now, it may include someone who’s fresh out of university, as well as someone who’s inching towards their well-deserved retirement. This is what’s known as a ‘multigenerational team’. With employees spanning from Baby Boomers to Gen Z, managers have a unique opportunity to harness a wealth of knowledge, skills, and perspectives, often resulting in work that is progressive and forward thinking yet rooted in steadfast experience and wisdom. However, managing a multigenerational team is not without its challenges…

In this article, we explore some strategies for managers to avoid common pitfalls and maximise the potential of a multigenerational team. By leveraging each team member’s strengths, you can cultivate a dynamic and resilient workforce ready to tackle the complexities of the modern business landscape.

Common Challenges within Multigenerational Teams

While a multigenerational organisation offers many benefits, it can sometimes come with its own set of challenges. Here are some you may have already experienced…

Communication Styles: Different generations may prefer different communication methods. For example, younger employees might favour digital communication, while older employees might prefer face-to-face interactions.

Technological Gaps: There can be varying levels of comfort and proficiency with technology. Younger employees might be more adept at using the latest tools and platforms, while older employees might need more time to adapt. Although it’s important not to make this assumption.

Workplace Expectations: Different generations may have different expectations regarding work-life balance, career progression, and job stability. Sometimes, this can lead to misunderstandings or conflicts if not managed well.

Resistance to Change: Older employees might be more resistant to changes in processes or technology, while younger employees might be more open to experimentation and innovation.

Stereotyping and Bias: There can be unconscious biases and stereotypes about different age groups, which can affect team dynamics and collaboration.

Motivational Differences: What motivates one generation might not motivate another. For example, younger employees might value career development opportunities, while older employees might prioritise job security and benefits.

Training and Development Needs: Different generations may have different training needs. Tailoring development programmes to suit all age groups can be challenging but is essential for maintaining a skilled and motivated workforce.

8 Tips for Maximising the Potential of Your Multigenerational Team

Now that we’ve explored some of the common challenges that multigenerational teams can encounter, let’s take a look at how you might mitigate them…

1. Embrace Diversity and Inclusion

Celebrate Differences: Recognise and appreciate the unique strengths and experiences each member (and generation) brings to the table. Work on creating an inclusive team culture where everyone feels valued and respected. You can do this by encouraging everyone to speak up during meetings, listening to their ideas with genuine interest and consideration, and recognising and celebrating everyone’s achievements – big and small.

2. Nurture Cross-Generational Mentorship

Encourage Knowledge Sharing: Facilitate opportunities for collaboration and even mentorship-type relationships within the team to encourage the exchange of knowledge and skills between older and younger employees. Ensure that these collaborations and relationships are understood to be a two-way street where both parties have something to offer, learn and gain from the other. This can be hugely beneficial for both professional development and team bonding.

3. Leverage Diverse Strengths

Assign Tasks Strategically: As a manager, it’s important to understand the strengths and expertise of each team member and assign tasks accordingly. When factoring age into the mix, you could for example, leverage the strategic planning skills of older employees and the innovative thinking of younger ones.

4. Promote Effective Communication

Adapt Communication Styles: Why not experiment with a variety of communication methods to cater to different preferences? This may sound tedious, but you’d be surprised at how significantly this small and inclusive change can positively impact the functioning of your team. While some may prefer face-to-face meetings or virtual calls, others might be more comfortable with digital communication platforms such as chatting via email, Teams chat or Slack.

5. Provide Continuous Learning Opportunities

Invest in Training: Offering training programmes and personal development courses that cater to all generations within your team is highly beneficial. Whether it’s upskilling older employees in the use of new technologies, social media platforms or DEIB training to keep their finger on the pulse, or providing leadership and management training for younger employees looking to gain confidence, ensuring everyone has the same opportunities to continue growing and developing in imperative to reaching your team’s full potential.

6. Recognise and Celebrate Achievements

Boost Morale: By regularly acknowledging and celebrating the achievements of each of your team members, you’ll enhance group morale and nurture a sense of unity within the team. Try to make a habit of shouting out successful collaborations, cheering on individual efforts, and highlighting (and celebrating) behaviour that you’d like to see more of. Individuals and teams thrive as a collective when they genuinely believe their efforts are valued.

7. Address Challenges Proactively

Resolve Conflicts Sensitively: Look out for potential generational conflicts and try to address them as and when they arise with sensitivity and care. Find team building exercises to incorporate into team meetings to help promote unity, empathy and opportunities for the team to understand one another better. By promoting open dialogue and mutual respect, you’ll be able to maintain a harmonious work environment for everyone.

8. Encourage Work-Life Balance

Support Diverse Needs: Recognise that employees at different life stages may have varying needs for work-life balance. While some team members are no strangers to working overtime, or going the extra mile because they’re looking to establish their career, others may be more boundaried and have home and family life to tend to outside of stipulated work hours. It might be worth offering flexible working arrangements to accommodate these differences if your organisation allows for it.