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As the population ages and retirements become more and more late, employees of different ages meet in the workplace, from the most experienced to the newly emerging young talent. Companies must now address how to effectively bring together workers from Baby Boomers, Generation X, Millennials and Generation Z to make the most of their diverse skills while preventing potential mismatches.
Working in intergenerational teams offers huge potential for companies, but in order to be fully exploited, it is important to understand and address the challenges that come with this arrangement. In this article, we will focus on the challenges associated with working in these teams, while also imagining the benefits that these teams can bring if they are managed effectively.
Challenges in intergenerational teams
Communication differences
Different generations not only have different communication styles, but also specific preferences about how and where they communicate. The older generation, often prefers face-to-face meetings or emails where they can express their thoughts in more detail. On the contrary, the younger generation tends towards fast and efficient communication tools such as chats or social networks. This different preference not only in the medium, but also in the use of modern slang or abbreviations, can lead to misunderstandings and ineffective communication.
Different company values
Another potential source of conflict is differing corporate values and motivations. The older generation may tend to emphasize loyalty and stability, while the younger generation often prefers flexibility, rapid career growth, and work-life balance. These different priorities can create conflicts if we do not find common ground for understanding them.
Technological skills
Technology plays a key role in the modern work environment, and the differences in these skills between generations can be noticeable and make it difficult to collaborate in a team. While the younger generation grew up in the digital world and easily navigates new tools, older employees may have greater problems with this, which can lead to inequalities in productivity and efficiency. This problem can be solved by securing trainings for employees with lower technological literacy.
According to the study PwC Up to 50% of Baby Boomers said they would appreciate more digital skills support.
Opportunities for growth and intergenerational collaboration
Combination of experience and new ideas
One of the biggest advantages of an intergenerational team is the combination of valuable experience from older employees and new, often innovative ideas from younger colleagues. The older generation brings years of experience, knowledge of corporate culture and strategic thinking, while the younger generation offers a fresh perspective on the subject, creativity and a taste for experimenting with new approaches.
Customer Reach
Different generations bring unique perspectives to the team on the needs and preferences of customers from different age groups, enabling the company to better target its products and services. This broad perspective can help create strategies that reach a wider audience and thus strengthen the firm's position in the market.
Mentoring and two-way learning
Working in a multigenerational team creates opportunities for effective mentoring and two-way learning. Older employees can provide valuable advice and insights gained throughout their professional lives to younger colleagues, including strategic skills, expertise and best working practices. In turn, the younger generation can help older workers in areas such as social networks, current industry trends, or modern work tools.
There is no need to be afraid, on the contrary.
Companies should definitely not be afraid to employ workers of different ages, because it is the age diversity in teams that can bring opportunities that would otherwise go untapped. Age is just one of the factors that influence the dynamics of the work environment. Connecting people of different generations offers an opportunity not only for the growth of individuals, but also of the whole team, if properly supported.
Age diversity in teams can bring opportunities to businesses that would otherwise go untapped.
Open communication
Companies should create an environment where all opinions are respected, regardless of the age of the employee, and where it is easy to share ideas and feedback. Practical steps may include training aimed at improving communication skills or introducing regular informal meetings and team building where team members can express themselves openly and converge. The next step may be to unify communication channels within the company, thereby avoiding unnecessary chaos and increasing clarity.
Appropriate benefits for every generation
Organisations should be flexible and adaptable in their approach to the different needs of generations and thus vary their offer of corporate benefits. For example, allowing flexible working hours, telecommuting, or meal breaks can help meet the needs of different generations and increase employee satisfaction. Flexible working conditions can contribute to a better work-life balance, which is often especially important for younger generations.
Correct leadership
However, the key to successfully linking these disparate approaches is proper leadership, which must be able to address not only potential conflicts, but also make full use of the power of diversity. Investing in the training of managers and leaders pays off because they can turn diverse approaches and skills into a competitive advantage for the company.
