How intergenerational workforces can support one another to create a powerful workplace

We are in a time of intergenerational working. In most organisations, up to four generations are working alongside one another.

Intergenerational teams and organisations can work together effectively. Age is not a limitation, and each generation brings strengths to the organisation that the others may not. But each of these generations will also have a different outlook on the workplace and will have different needs to thrive at work.

What are the common traits of each generation in the workplace?

These summaries outline common generational traits. Although they may not be an accurate description of everyone in these generations, they provide a general overview.

Baby Boomers: 1946 – 1964

Boomers are driven, with a proportion of them working after retirement age. They are likely to be in more senior positions in the organisation. They respect authority and like to work as a team. Boomers’ careers have taken them through various professional hurdles which means they have a lot of experience in managing challenges. Boomers tend to seek more traditional workplaces.

Generation X: 1965 – 1980

Gen X are career focussed. Like boomers, they have been used to traditional workplaces; working Monday to Friday, 9-5. Gen X tend to expect stability in their roles. They tend not to change careers and usually progress in one company. Gen X tend to be highly educated, having been young at the height of the university era, when fees were low and university was a very socially accepted pathway.

Millennials: 1981 – 1995

Millennials are the internet generation, they came of age at the start of computer-based roles. Millennials seek progression and have spiderweb careers. They are the generation that is the most likely to move between organisations. Millennials like to have a good work/life balance. They fight for fairness in the workplace.

Generation Z: 1996 – 2015

Gen Z are technology focussed and are likely to seek a tech alternative to be more efficient. They are fluent in inclusivity. They can be vocal and stand up for what they believe in. More people from Gen Z are choosing not to be degree educated. According to UCAS, there was a 40% drop in 18 year olds applying for university this year in comparison to 2023, compared to 2023. Gen Z are mastering side hustles and often have multiple income streams.

How can generations work more effectively together?

Intergenerational relationships naturally work. Often, more senior generations will look to their younger colleagues to stay current with technologies and ways of working. While younger generations will look to their seniors for organisational and sector knowledge. It is important to respectfully recognise the difference in ways of working. Leaning into this will foster these positive relationships.

There is also the need to create the right organisational environment.Here are five ways to develop a culture that gets the most out of intergenerational working:

Provide flexible working. This means allowing both in-person and remote opportunities and having an office space for those who want to attend.
Ensure younger generations are listened to. Younger generations are the future of our organisations. They are bringing new systems and technology to the workplace and are making organisations more efficient. Ignoring younger people is a missed opportunity.
Think about the different generations in a team. Managers should recognise different generational strengths and needs, and adapt their management styles accordingly.
Respect how generations like to communicate. Provide a mix of communication methods to satisfy all generations. As a general rule, Boomers like face-to-face meetings and phone calls. Gen X like emails, and meetings with a structure/agenda. Millennials prefer instant messaging, which is clear and transparent. Gen Z like short, direct communication styles, such a Slack and WhatsApp messages.
Provide learning opportunities. All generations appreciate these opportunities, although their motivations may be different. Millennials and Gen Z tend to like learning to support their career progression, while Boomers and Gen X like to stay informed.

Having an intergenerational workforce should not be seen as a challenge to face, but a fortunate position to be in. Mixing long-standing sector knowledge and experience with fresh ideas and perspectives can unlock everyone’s potential and drive organisation effectiveness.

Take the time to reflect on your workforce. Is everyone getting what they need from their working environment?