the generation space: creating successful teams using multi-generational experience.

I’ve witnessed first-hand the transformative impact of embracing and maximizing the collective strengths of different generations in a team. We know that multi-generational teams are more productive and satisfied in their careers. But the success of multi-generational teams takes effort — leaders have to be ready to embrace a flexible, even bespoke, approach to management. As we navigate a global skills shortage and changing demographics in the workplace, here’s how leaders can unlock the power of multi-generational talent.

create a space for conversations and knowledge-sharing

There’s no one-size-fits-all when it comes to management. It’s important to make the time and the space to talk to your team members individually, to understand their needs. Making conversation space for team knowledge-sharing is also crucial, as this is a vital aspect of harnessing experience. In successful, multi-generational teams, knowledge flows in multiple directions. 

Mentorship programs can create this cycle of cross-generational knowledge-sharing. They allow older team members to share their experience and wisdom with younger colleagues, and give younger employees a way to impart their digital fluency and alternative perspectives.

develop talent at every stage of a career

I was fortunate enough to be given an opportunity in my mid-twenties to create a national accounts department. The president of the company told me to run with it, and that experience taught me a great deal about business in general. I haven’t forgotten the value of someone who took the time to get to know what I wanted for my career either.

Focus on tailoring support needed at different stages of employees’ careers. While graduates may respond positively to being mentored, those nearer to retirement might consider extending their careers if their employer provides some targeted training and development. Ensure that talent is nurtured from day one at work, all the way to the retirement party. 

understanding generational needs at work

Younger workers feel more empowered to find meaningful work, and to work for companies whose values align with theirs. Nearly 40% of Gen Z have already quit a job that didn’t fit in with their personal life.

However, it’s a slightly different picture for older workers, who are less likely to leave a role they dislike, and less likely to “quiet quit”. Workers over 45 are also less likely to refuse a job offer based on any lack of flexibility around working hours or location. Leaders should seek to understand the evolving needs of employees and accommodate as many as possible, while remaining mindful of company goals.

ditch the cookie-cutter benefits approach

Companies offering a more bespoke approach to recruitment and employment are benefiting from lower attrition rates and fewer issues associated with skills gaps — a key issue for businesses today. Leaders can hone in on what that means to individuals of differing ages, so that they can target effective initiatives that make staff feel heard and understood. So if 60% of your staff want to work from home, it still makes sense to provide a space for the 40% who prefer being office-based.    

align on social values

Making people feel like they belong at work is not only the ethical thing to do, but it makes sense from a business perspective too. Deloitte research shows “belonging” can lead to a 56% increase in job performance, and a 75% decrease in sick days. Gen Z and Millennials are passionate about climate change, social justice and sustainability. Aligning with those values means those younger talent pools are more available to businesses

To facilitate the smooth running of multi-generational teams, leaders can suggest bespoke initiatives that will have a meaningful impact on their employees’ quality of life — whatever their age — while aligning with business goals. That leaves multi-generational teams free to harness that productivity potential, upskill each other, and share knowledge and wisdom in an environment where people feel valued.