Never in the history of organisations have so many different generations been in the same place at the same time. From Generation Z (1995–2010), to Millennials (1980-1995), Generation X (1965-1980) and Baby Boomers (1945-1965).
While teams might be made up of different generations, it’s important to not predict an individual based on their ‘generation’, as their behaviours, responses, fears and desires are not just the product of their generation, but their personal upbringing, biology and circumstances.
When it comes down to it, almost anyone - regardless of their generation - has similar work drivers: compensation, recognition, meaningful work and the chance to develop oneself. However, the main difference is how they prioritise them.
To ensure that you build a multi-generational team that work together despite their different priorities, experts Graham Scott and Guy Ellis share their top tips.
1. Educate Your Team
Build a collective understanding of individual and generational differences, but be wary of stereotyping. Focus on the behaviours you would see in a diverse team and how people should respond to maximise understanding. Use different types of training – classroom, online, coaching, mentoring, discussion groups – to ensure that you meet different learning styles.
2. Train Your Managers
Managers are the key link to fostering multi-generational understanding. When it comes to engaging, motivating and retaining employees, it’s important to make sure they can respond to individual needs and priorities. Have different tools such as pay, development opportunities, flexibility and empowerment to help managers work with individual expectations.
3. Have a Leadership Pipeline
Have a comprehensive development programme. This establishes a pipeline of managers and brings together multiple generations to build and support each other.
4. Recognise and Support Diversity
Create regular communications that focus on different perspectives of employees across generations and backgrounds. Things like reverse mentoring, where younger employees mentor older ones, as well as regular mentoring and employee support groups can help bridge gaps and foster multi-generational inclusivity.
5. Create Informal Opportunities
Informal opportunities such as socials and even co-locating teams with different age profiles together can generate greater understanding between generations. Finding common ground is key to building trust and strong relationships.
6. Don’t Generalise
While the various generations do have similar drivers, they are also unique individuals. Understanding different generations must also reinforce that to truly engage and motivate employees, managers have to know them as individuals.
When it comes to understanding and awareness; training, communication and a variety of human resources tools are key elements in creating a productive and engaged multi-generational workforce.
Learn more about multi-generational teams and how to market to Gen Z in Graham Scott and Guy Ellis’ book.
