de What do a teenager who just entered college and an adult who has been working for over 30 years have in common? The right answer is that they both could be your colleagues!
Modern teams often include people from different generations: Boomers, Generation X, Millennials, and Generation Z. Each has their strengths and weaknesses, as well as a unique approach to work. If you can find the right approach to each generation, you can build a strong and professional team capable of handling challenges of any complexity.
In this article, we’ll explain how to build a productive team from representatives of different generations and help them work toward a common goal.
A Half-Century Gap: Generational Theory in the Modern Office
The theory of generations was created in 1991 by American scientists Neil Howe and William Strauss. They studied how different historical events, economic changes, and politics affect people's behavior. For example, when a country faces money problems, people become more practical and learn to adapt. And when technology is rapidly developing, people start using computers and new devices more often.
Generational theory is crucial for effective communication with people of different ages. People of the same generation understand each other better than those twenty years older or younger. However, their competencies can significantly complement each other. If a manager can establish contact between workplace generations, their team will become invincible.
Thus, the generational classification was born. Today, four age categories actively work in the US: Boomers, X, Y, and Z.
By recognizing generational differences, you can build a team ready for anything. For example, older generations can make good long-term plans, while younger generations can improvise and quickly solve emerging problems.
How Workplace Generations Show Themselves at Work
People are unique and express themselves differently, regardless of the historical or financial context. For example, some prefer to work from the office for 8 hours every day, others choose hybrid models and benefits packages, while some seek public recognition and certificates.
Nevertheless, each person has certain traits specific to their generation. Understanding these nuances helps manage representatives of different generations more effectively and integrate them more smoothly into work processes.
➡️ Boomers value stability and rarely change jobs. Instead, they build a career within the same company. They don’t mind working extra hours and often become mentors to newcomers. You’re unlikely to see a Boomer procrastinate or criticize management decisions.
➡️ Generation X will work hard as long as they receive fair pay and recognition. Give Xers a managerial position, and they will build a strong team, streamline processes, and deliver results. Healthy competition motivates them: try introducing competitive elements, and watch productivity soar.
➡️ Millennials want to feel part of the organization and improve their soft and hard skills. They are constantly taking online courses, improving skills, and supporting social initiatives like recycling or promoting corporate running.
➡️ Zoomers thrive in safe, comfortable environments. The American Psychological Association defines Gen Z as the most stress-sensitive working generation. They are full of new ideas but only if their creativity and unconventional approaches are encouraged. They avoid face-to-face meetings and calls, preferring messaging and task-tracking tools.
How to Hire and Retain People from Different Generations
We are in a time of historically low unemployment, according to the Academy to Innovate HR (AIHR). Finding good employees is becoming increasingly difficult. Companies have to put in more effort to hire and retain valuable talent by creating comfortable working conditions for them.
Communicate in a way that suits the candidate.
Forcing a Zoomer to come to the office for an interview could mean losing a great hire. At least the first meeting should be online. Boomers, on the other hand, will gladly come, chat, and ask for a tour of the offices.
Adapt working conditions.
Remote work and flexible hours are best for Millennials and Zoomers. These workplace generations might also be interested in mentorship roles or training courses in the future. For Boomers and Xers, ensure stable pay — they’ll be skeptical of KPIs. Discuss their long-term prospects in the company to keep these working generations motivated.
Align values.
Boomers won’t join a startup because they value stability and avoid risks. Xers won’t stay in a company where overtime is the norm. To discourage millennials, ignore their social initiatives: for example, don’t let them leave work early to participate in a donor event. Zoomers will not appreciate it if they are forced to come to an office every day, which, moreover, is not innovative, with old renovations and poorly functioning equipment.
Foster corporate culture.
Organize an offsite team-building event, sports tournament, or charity campaign. Different workplace generations will interact and better understand each other. For example, organize a volleyball match in which boomers will be the coaches and Xers will be the team captains. Millennials will help organize the event by creating eye-catching advertising materials and promoting the event on social media, while zoomers come up with activities for breaks.
Use tools to create a flexible office.
A flexible office is a format for modern office spaces that can be managed through specialized systems. Representatives of generations Y and Z, who prefer a hybrid work schedule, can plan their office visits and book suitable workspaces not only for specific days of the week but also for certain times. Boomers and Xers, on the other hand, can have designated spots that are permanently assigned to them.
How to Collaborate with Different Generations in the Workplace
To get the maximum impact and synergy between all workplace generations, it is important to take into account the differences between them and try to apply an individual approach:
Boomers
✔️ You will work well together if you set clear goals and specific deadlines. For example, "Please prepare the first part of the report by Wednesday morning.".
❌ There will be problems if career paths seem unclear or unreliable to the employee. To avoid this, explain what will allow them to get a new position or a salary increase.
Generation X
✔️ You will work well together if you allow the employee to make decisions independently and involve them in the development of the company. For example, invite them to take part in a meeting dedicated to planning upcoming activities.
❌ There will be problems if the employee doesn't have the opportunity to show initiative and responsibility, or if you constantly supervise them.
Generation Y
✔️ You will work well together if a millennial finds their work exciting and socially significant, and also sees opportunities for development in it. To achieve this, show them how your company can help society and people.
❌ There will be problems if you cannot provide regular feedback and recognize the employee's hard work by holding meetings to discuss results.
Generation Z
✔️ You will work well together if you offer the employee flexible scheduling, mentoring, and wellness programs.
❌ There will be problems if you give only boring and monotonous tasks. The employee will also feel uncomfortable if communication with them is strictly formal.
To ensure that each age group in your team performs at its best, it's important to understand their needs and motivation. Some need a clear plan, others seek the opportunity to take initiative, and some look for flexibility and support. The manager's task is to create conditions where every employee feels valued. When this is achieved, the entire team works smoothly and delivers high results.
If you already manage workforce from different generations, we recommend reading a few books. «Leaders Eat Last» by Simon Sinek teaches how to create a supportive environment. «The Five Dysfunctions of a Team» by Patrick Lencioni helps resolve conflicts and build trust. And «Gen Z @ Work» by David and Jonah Stillman provides insights on how to work effectively with younger employees. These books will help you build a cohesive and productive team.
What's next
Millennials will make up 35% of the generational workforce in 2024. Zoommers began to work in the late 2010s. These two generations are projected to make up 60% of all people in the workplace by 2030.This means that if you don't know how to build communication with the new generational workforce, there is a high risk of losing control over the team.
Unified Team: Key Points for Designing Work Processes
When you manage representatives of different generations in workplace, it can either create many challenges or become a powerful advantage in your work. By knowing and considering the nuances of different generations, you will always be able to turn the situation in your favor.
Here is a list of benefits you will gain by following the tips from our article:
- Breadth of Competencies: Boomers offer reliability, Gen X brings pragmatism, Millennials strive for learning, and Zoomers add creativity. Each generation contributes something valuable to the organization, enriching its overall competence.
- Adaptability to Change: Different generations in the workplace help a company adjust to market changes, navigate crises, and learn from past mistakes.
- Speed in Problem-Solving: exchanging experiences across generations enables quicker adaptation in uncertain times.
- Inclusive Corporate Culture: Generational diversity fosters an environment where different opinions and approaches are valued, increasing employee satisfaction and reducing turnover.
The key is to acknowledge each generation’s unique traits, offer appropriate motivation, and use modern tools to manage the team effectively.
