Nowadays, companies have to manage teams made up of people from completely different generations, each with their own working styles, expectations and habits. 

From Baby Boomer to Gen X, Millennial to Gen Z, each generation brings unique experiences and skills that, if managed correctly, can create a stimulating work environment. 

Read this article to discover our tips on how to effectively manage generational diversity in your company. 

The multigenerational workforce

A multigenerational workforce can be a huge competitive advantage for companies. Each generation has its own unique perspective and set of skills acquired through personal and professional experiences. 

Baby Boomers, for example, may have solid experience in the professional field in which they work and excellent problem solving skills. Whereas, Millennials and Generation Z, may be more technologically savvy and flexible to change. 

A multi-generational work environment facilitates mutual learning: older workers can share their experience with younger ones, while the latter can help older colleagues understand and use technology.

When different generations work together, they can inspire each other, which can lead to a significant increase in productivity. 

What are the different generations?

A new generation is born every 25 years. This means that, on average, four generations occur in 100 years.

Each generation has its own characteristics, cultural and social influences that make it unique and unrepeatable. Here is an overview of the most commonly recognised generations:

• Silent Generation or ‘Traditionalists’ (born between 1925 and 1945): lived through the Great Depression and World War II. Distinguished by a strong sense of duty and respect for rules.
• Baby Boomers (born between 1946 and 1964): born during a period of optimism and prosperity after the Second World War. The generation is characterised by a strong work ethic and a desire to get ahead.
• Generation X (born between 1965 and 1980): known for their independent spirit, they experienced an increase in divorce and dual-income households. Those who belong to this generation are considered to be able to adapt very well to various contexts and above all intent on working hard for their economic self-sufficiency. 
• Millennials or Generation Y (born between 1981 and 1996): the first to have grown up with access to the web. Those who belong to it have a progressive attitude, familiarity with technology and a desire for work-life balance.
• Generation Z (born after 1997): the first to grow up with smartphones and social media.
• Generation Alpha (born after 2010): still very young, they are the first generation to grow up fully in the digital age.

How to make old and new generations interact at work  

Fostering the integration of new generations into the world of work is crucial to maintaining vitality and innovation within companies. If you too would like to try to work towards reducing (or even eliminating) the generation gap in your company, here are some useful tips.

• Inclusive environment: it is crucial to create a working environment where everyone feels welcomed and valued. 
• Provide opportunities for training and development: new generations, especially Millennials and Gen Z, are known for their desire for personal and professional growth. Providing opportunities for learning and development can help attract these talents.
• Valuing creativity and innovation: new generations often bring with them a new way of thinking and a strong desire to make a difference. Creating spaces where they can express their creativity can help bring innovation into the corporate structure.
• Promoting flexibility: flexibility in terms of working hours, places and modes is particularly attractive to the younger generation. Adopting flexible policies can help create a more productive working environment.
• Encourage mentoring: creating mentoring programmes where more experienced workers can share their skills and knowledge with younger ones can be very effective. This not only helps young workers learn and develop their skills, but can also help build positive relationships within the team.

How to retain, engage and motivate in a rapidly changing labour market? A key role in this is played by the human resources department. In the next paragraph we explain why. 

The importance of HR

The role of HR (Human Resources) in a company is of fundamental importance and has evolved considerably over the years. Today, the HR department not only deals with bureaucratic matters such as payroll management or recruitment but also plays a key role in shaping the corporate culture, promoting employee engagement and driving business strategy. 

An effective HR department can improve an organisation’s efficiency, productivity and culture, making the company a better place to work and contributing significantly to its success.

Here are our tips on how every company’s HR department should act to maintain a high level of job satisfaction.

Get to know your employees

Getting to know your employees thoroughly is a crucial step every HR should take to foster an effective knowledge exchange between the different generations within the company. This means not only understanding the technical skills and professional background of each team member, but also understanding career aspirations, learning styles, motivations and personal values.

Knowing their employees inside out can help HR managers design customised training plans that meet the specific needs of each generation. For example, younger employees may prefer more interactive and digital learning approaches, while older employees may appreciate more traditional methods.

Getting to know your employees allows you to create an inclusive and respectful work environment, where each generation feels valued and listened to. This can lead to increased employee engagement and productivity.

Ultimately, it is an investment that pays off over time, not only in terms of efficiency, but also in terms of building a positive working environment based on a strong bond between team members.

Continuing training and intergenerational exchange

Continuous training and knowledge exchange are key aspects to support the integration and evolution of a multigenerational company. 

Training can take various forms, from traditional classroom training to online seminars and e-learning platforms. For younger generations, it can focus on technical and industry-specific skills. For older generations, on the other hand, training on new technologies, such as the use of social media or the latest software, can be useful.

Continuous training not only keeps employees abreast of changes, but also makes them more flexible and ready to face new challenges. In addition, it increases confidence in one’s abilities, boosts motivation and improves work performance.

Intergenerational exchange is an effective way to foster collaboration and learning between generations. This exchange can be encouraged through initiatives such as reverse mentoring, where younger employees share their digital skills with older colleagues.

A good idea is to create multi-generational teams for corporate projects, so as to foster the sharing of ideas and collaboration between completely different thoughts and application methods.

Creating intergenerational mentoring opportunities

Intergenerational mentoring represents a unique opportunity to promote inclusion, training and knowledge transfer within a company. It is an approach that bridges generations and encourages mutual learning.

These programmes can have a major impact on corporate culture, creating a climate of inclusion and mutual respect. Intergenerational mentoring can help reduce age stereotypes, foster understanding and build stronger and more productive working relationships. 

Collaborative climate 

Creating a collaborative climate within a multigenerational organisation can bring numerous benefits, not only in terms of productivity but also in terms of satisfaction and commitment.

Firstly, a collaborative climate encourages the interchange of different ideas, skills and perspectives. This can lead to more innovative solutions and greater creativity in solving problems.

Secondly, a collaborative environment helps create a sense of belonging and unity within the company. When employees work together towards common goals, a sense of cohesion develops, which can increase motivation and common commitment.

Keyword: millennials

Millennials are becoming increasingly dominant in the world of work. This generation is characterised by a unique set of skills and attitudes that can bring value, creativity and innovation to the company.

First of all, Millennials are digital natives. They grew up in a world permeated with technology and this makes them extremely comfortable with digital platforms and new technologies. They have the ability to quickly learn new digital tools and can be leaders in their adoption and implementation in the company. They also tend to be very creative and innovative. They are used to thinking ‘outside the box’ and looking for new approaches to solving problems. 

The human resources manager: the thread between the generations 

In conclusion to this article, we can conclude that the role of the HR manager is crucial to meet the challenge of managing a multi-generational work environment.

First and foremost, he or she must develop targeted engagement techniques for each generation. This could include learning and development opportunities, intergenerational mentoring programmes and cross-generational team building.

Secondly, it has the task of eliminating prejudices and fostering collaboration between different generations. 

Finally, it must work to create a dynamic and innovative environment that encourages the input of ideas from all generations. This can be done by fostering a culture of innovation and creativity, providing space for innovative ideas and valuing the diversity of thought that comes from working with a multi-generational team.

In today’s working world, the effective management of a multi-generational environment is a necessity, not an option. The HR manager who succeeds in embracing and valuing generational diversity will be able to make the most of the unique skills and experiences of each employee, benefiting both individual employees and the company as a whole.

Our organisation offers executive coaching programmes designed to address this need and make you the best leader any employee could want. 

If you need help setting up a method that allows you to better manage your Multigenerational Team, discover our services.