Having a diverse team can give your company a natural edge. One often overlooked aspect of diversity is age. Our workforce will soon span four or five generations. They have vast skills and expertise, perspectives, and life experience. This can bring employers like you more innovation, productivity, and overall performance. In this blog, we look at how you can set yourself up to attract and retain a cross-generational team that helps you succeed.
The power of age diversity
Imagine a workplace where fresh ideas meet years of experience. That's what you get with a multi-generational team. This mix can lead to better problem-solving and more creative solutions for your business.
Those born in the 80s and later have grown up with smartphones and social media, so they're naturals when it comes to digital tools. The internet has meant they've always been able to find out how to do things with a quick online search. It means today's younger workers don't necessarily see elders as experts, which can be disappointing for said elders! There's more to this cohort than just tech-savvy. It’s a generation that often looks for meaning in their work. They want to know how their efforts make a difference.
The Experienced Hands
On the flip side, those born before the 80s bring plenty of experience and workplace know-how. They've seen trends come and go, allowing them to see the big picture. And they know how to navigate office politics. Older workers have often spent most of their careers in more traditional work settings, so they may find it easier to navigate complex office dynamics and norms. Their communication skills, honed over the years, can be a real asset in dealing with clients and solving conflicts. Institutional knowledge and 'soft skills', such as communication, are vital to building strong organisations.
Making it work
So, how do you get the best from each generation? Here are some tips.
Offer growth chances for everyone
All generations in the workplace can benefit from and enjoy building their skills. For example, you could set a regular meeting slot and let people take turns 'teaching' others something about their favourite work-related skill.
Set up mentoring programmes where older and younger workers learn from each other. Mentoring, reverse mentoring, or mutual mentoring can build skills and harmony. Reverse mentoring is where a younger or newer team member shares their perspective and insights with someone who's been working for longer. They might look at new trends in FinTech, marketing channels or consumer behaviour. Mutual mentoring combines traditional and reverse styles for mutual benefit and learning.
Be flexible
Flexibility is attractive to workers across generations. We all have interests and commitments beyond our 'day jobs'. Even if you're keen to have everyone in the office, you may be able to offer varied hours (e.g. earlier start and finish or later start and finish), opportunities for unpaid leave, sabbaticals and more. We look at tips to ensure it benefits your team and your business in our blog about flexibility.
Show how work matters
Everyone wants to feel their work is important. Managers can help staff see how their work helps others and support the higher missions of the organisation. For example, sharing positive feedback from customers or colleagues can highlight the impact of the team’s work. Asking for their ideas on improving processes shows their input is valued.
One of the best ways to embed an age-diverse culture is to avoid stereotypes and encourage teamwork across generations. Getting the mix right might take some effort, but the rewards are well worth it.
Remember, every business is unique. What works for one might not work for another. That's why it can be helpful to get personalised advice. If you want to make the most of your multi-generational team, why not chat with one of our Business Mentors? You'll benefit from their experience and tailored guidance.
