It’s always been the case – the teams that we work in vary in age and experience from those just starting out in their careers to those established workers & long standing members of the business. Having a team of varying generations, you can capitalise on unique perspectives, experiences, and skills.
It throws up a question: what’s the best way to optimise the wealth of knowledge from a multigenerational workforce?
To make the best out of such a workforce, consider these strategies:
- Promote Cross-Generational Collaboration
- Mentorship Programs: Pair employees across the generations for reverse mentorship. This allows knowledge transfer in both directions.
- Collaborative Teams: Create diverse, cross-generational teams for projects. Each age group can bring unique ideas, making the team more innovative.
- Encourage Open Communication
- Tailored Communication Styles: Different generations may prefer different forms of communication. Is it whatsapp, email, face to face meetings, group workshops, email, phone calls? Find out and be flexible.
- Encourage Dialogue: Promote environments where employees feel comfortable discussing work preferences, needs, and expectations openly, regardless of their generation.
- Offer Flexible Work Options
- Remote Work or Flexible Hours: each generation want options for flexible working. If you can make it work, then it’s a key offering that will be hugely well received by all.
- Adapt Training and Development
- Tailored Learning: Offer a variety of training formats—digital, in-person, and self-paced learning options—to accommodate different learning styles.
- Reskill and Upskill Programs: Encourage continuous learning for all generations. Use the mentorship idea to pair people who can share their own learning and support the growth of others who have different skills.
- Recognise and Value Experience
- Leverage Experience: Older employees have a wealth of experience and institutional knowledge. Use this as a resource in decision-making and problem-solving.
- Showcase Expertise: Recognise contributions from older employees as subject matter experts and involve them in strategic initiatives where their insights can drive long-term benefits.
- Focus on Shared Goals
- Unified Purpose: Emphasise the organisation’s mission and how each generation contributes to it. This shared sense of purpose can bring employees together, despite generational differences.
- Inclusive Goal-Setting: Ensure that your company’s goals resonate across generations.
- Understand Generational Motivators
- Customised Rewards: Understand what motivates each generation. Is it security, recognition, work life balance, money, career development etc. Knowing what motivates each person will help you to focus your offering in the right direction.
- Diverse Benefits Packages: Offer customisable benefits that appeal to each generation.
- Avoid Stereotyping
- Recognise Individuality: Avoid generalising based on age. For example, not all boomers are technologically challenged, and not all Gen Z workers are tech-savvy. Treat employees as individuals rather than boxing anyone into categories.
- Create an Inclusive Culture
- Value Differences: Foster a culture that respects and celebrates diversity, including generational diversity. Make sure your policies and workplace culture are inclusive to all generations.
- Encourage Multigenerational Events: Host social and networking events where different generations can interact and learn from one another in a relaxed setting.
- Provide Clear Career Paths
- Tailored Progression: Create career development plans for all generations, from younger employees just starting out to experienced workers planning their transition through their careers. Ensure growth opportunities are available at every stage of a career.
By fostering an environment of respect, communication, and mutual learning, organisations can turn generational diversity into a source of strength, creativity, and growth.