How to Foster Intergenerational Collaboration in the Workplace

Having a workforce composed of employees ranging in age from 18 to 77 is no longer unusual. With people living longer and working longer, a four-generation workplace is swiftly becoming the norm. A glance around your office (or during the weekly Zoom or Teams catch-up) probably reveals a diverse blend of ages, from seasoned veterans to eager interns or fresh graduates.

With people living and working longer than ever, it’s increasingly common to see four generations represented within the same workplace. Gen Z, the youngest group currently in the workforce, is working alongside millennials, Gen Xers and baby boomers, each bringing their own perspectives, strengths and expectations to the table. As a result, fostering intergenerational collaboration has become essential for building cohesive, high-performing teams.

Corralling intergenerational dynamics

Workers from different generations often share common values, like wanting meaningful work and opportunities to grow, but they also bring unique preferences and outlooks shaped by their life experiences. For example, younger professionals may be more focused on flexibility and workplace culture, while older generations often prioritize stability, compensation and clear career progression. Recognizing and appreciating both the similarities and differences across age groups can help businesses build more collaborative and effective teams.

Businesses that promote intergenerational collaboration find an advantage in the similarities and differences among these age groups within the workplace. Let’s explore how this works.

Better problem-solving. Having a mix of viewpoints is good for problem-solving. When each team member chips in with their unique experiences and ideas, the range of possible solutions naturally expands. Plus, as we get to know our colleagues better, we’re more willing to team up and solve work challenges, pushing aside age-based labels that don’t help anyone.

More effective communication. Members of one generation may in general favor talking in person or on the phone, while others prefer sending a text message or responding through a chat feature. Understanding why colleagues have these preferences and finding common ground is a step toward better collaboration. For example, once they’re aware of differences, colleagues may start limiting emails to matters that require speed and efficiency but decide to meet face-to-face—either in person or via video—when they sense the situation could benefit from direct connection and the relationship-building it brings.

A dynamic exchange of skills and ideas. Managers who nurture intergenerational collaboration make it more likely that workers will appreciate each other’s skills and perspectives. For instance, when a tech-savvy Gen Zer teams up with a seasoned boomer known for strategic insight, they each bring their unique strengths to the table. Both parties come away from the experience wiser and more empathetic, promoting a work environment where respect and productivity go hand in hand.

3 ways to make it work

So how do you as a company leader foster intergenerational collaboration in your organization? Primarily, motivating employees to work together to solve challenges the team faces involves encouraging them to get to know colleagues on a personal level. Here are some ideas. 1. Run reverse mentoring programs

Reverse mentoring flips the traditional mentorship model, with a less-experienced (often younger) colleague passing on knowledge and insights to a senior coworker. To launch this kind of program, establish clear metrics to track its impact on the company and the individuals involved. For example, you could measure its success by assessing progress with new skills or approaches learned through the program. 2. Reinforce common ground

The Robert Half study found that all age groups value work-life balance and well-being, which is aided when managers allow remote and hybrid work arrangements. So it’s not only the younger crowd who enjoys the flexibility of firing up their laptops from their cozy homes. This shared preference provides an opportunity to design work schedules that are more flexible and cater to everyone’s needs. 3. Create opportunities for employees to connect

In another survey by Robert Half, many professionals said they are now more motivated to do their jobs. And 40% of them, irrespective of age, attribute their heightened motivation to positive relationships with their colleagues. Consider setting up social events, either in-person or virtually, separate from work-related gatherings to give coworkers an opportunity to deepen their connections. Paying travel expenses for those who are primarily remote to visit the office now and then can boost team spirit and make everyone feel like they’re part of the big picture. When you have a multigenerational workplace, getting to know your people and their needs better will allow you to help them get to know each other better, thereby boosting collaboration. By building bridges between generations, your organization doesn’t just become more upbeat and productive—it becomes a place where people grow together, both as individuals and as a team.

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