How to Lead & Retain Your Multi-Generational Workforce

The workplace has undergone considerable transformation in recent years, with up to five generations now working together in certain organizations. The multigenerational workforce has created unique challenges and opportunities for leaders to create a cohesive and productive team. From Baby Boomers to Gen Z, each age group has distinct perspectives and approaches to their day-to-day and work life.

The unfortunate reality is that the age gap between managers and staff can often hinder progress and taint the level of mutual respect between both parties. Managing a multigenerational workforce requires leaders to embrace this diversity and find ways to leverage the strengths of each generation. A creative approach that acknowledges each group’s diverse needs, communication styles, and motivations is necessary for a company’s success.

Each age group has different personality traits due to the significant events that’ve occurred during their childhood, which influence how they behave in the workplace. Therefore, to effectively lead a multigenerational team, it's essential to understand each generation and its defining characteristics.

Delineating the Generations

While the lines can be blurred by a few years depending on the source, the ranges listed below are in-line with most sources you’ll find.

Silent Generation, The Veterans, or The Traditionalists: 1928 — 1945

For those with grandparents in the workplace, it is essential to note that not all are still on their feet and participating in the company's activities. Some of the Silent Generation has since retired and are passing the torch to their children's generation; however, this doesn't mean they can’t provide inspiration or guidance. Additionally, many remain active in the workforce as executive board members, partners, or advisory shareholders.

Traditionalists are known to embrace tradition, value hard work, and may show a reluctance to adapt to new technologies. This is not necessarily a bad thing—in fact, it could be quite valuable in the workplace. Though treasuring a lifetime of wisdom and experience, the Silent Generation typically avoids confrontation and often struggles with conflict resolution.

Baby Boomers: 1946 — 1964

Baby Boomers are changing the face of the workplace. As they enter their mid-fifties and beyond, they're leading the charge in redefining what it means to be a “senior citizen” in an increasingly youth-driven workforce.

With the recession of 2008 and subsequent years of economic turmoil, it is no surprise that many Baby Boomers are choosing to remain in the workforce. This generation is known for being goal-oriented and loyal to their companies to the fullest extent. In addition, many are self-assured and disciplined, and employers with a multigenerational workforce will benefit from these traits.

Generation X: 1965 — 1980

A common theme of Generation X is that they spent most of their childhood sans adult supervision, increasing their abilities to be independent and the value of work-life balance. In addition, Generation X is the first age group to utilize computers in their homes and schools, leading them to develop some of today’s most influential websites and making them more tech-savvy than their predecessors.

In addition, this generation responds well to change and thrives in an informal environment. They witnessed the rise of entrepreneurship and the emergence of Silicon Valley, which inspired many of them to become their own bosses. As a result of an increase in immigration and more women joining the workforce, Generation X was the inception of a truly diverse workplace.

Millennials: 1980 — 1995

The Millennial generation has been widely discussed in the media for their high level of education, constant use of technology, and different attitudes about corporate structure. While previous generations were more likely to take a job just because they needed a paycheck, Millennials are more likely to seek out jobs that they feel are meaningful.

Many Millennials have grown up with high levels of independence and communication through social media, which allows them to collaborate easily with each other on projects. However, they are also used to being recognized for their personal achievements and crave a sense of validation from employers.

Learn more about the top employee benefits for millennials.  

Generation Z: 1996 — 2015

Perhaps the most widely discussed generation to enter the workplace, this demographic is the most socially conscious, technologically driven, and entrepreneurial of all their predecessors. They search for companies that have global initiatives, are eco-friendly, and promote an emphasis on their employee’s mental well-being.

Strategies For Leading A Multigenerational Team

As a membership benefits program for executives across all industries, EXEC recognizes the gravity of understanding the dynamics of a multigenerational workforce. With more than five generations sharing a workspace, it's crucial to strategize leadership skills to maximize everyone’s potential.

Embrace Generational Diversity

Recognize and appreciate the unique strengths, perspectives, and skill sets that each generation brings to the table. When you embrace the generational mix, you foster an inclusive environment where collaboration and innovation can thrive.

Find Common Ground

While each generation has its own quirks, some universal values and goals transcend age. Identify these commonalities and use them as a foundation for building team cohesion. Focus on shared objectives, such as company growth, employee satisfaction, and creating value for customers to unite your multigenerational team.

Encourage Knowledge Transfer

The workplace is a living, breathing encyclopedia of knowledge, with each generation possessing unique attributes and a volume of wisdom. Encourage intergenerational learning by pairing employees with complementary skills and expertise. Not only will this foster a culture of continuous growth, but it will also help bridge generational gaps and break down age-related stereotypes.

Provide Benefits That Appeal to All

When designing a corporate benefits or perks program, you have to consider the end users: your team. If your organization spans several generations, it’s imperative that your benefits span the gamut, as well. Millennials will have considerably different tastes and preferences, by and large, than Baby Boomers, for example.

Sourcing benefits for your highest-performing talent is time-consuming, tedious, and challenging on its own. Attempting to do so while considering a larger, more diverse user base makes it a full-time job for your HR department. That’s where a premium, managed benefits platform like EXEC really shines.

Not only does our platform provide all of the tech necessary—from an online portal to a mobile app—it provides a wide range of benefits with something for everyone. From golfing experiences and hotel perks to nutrition and retail discounts, EXEC streamlines all of businesses’ benefits program needs.

Flex Your Flexibility Muscles

A one-size-fits-all approach to management is about as effective as trying to fit a square peg in a round hole. So instead, adapt your leadership style to meet each generation's individual needs and preferences. This may involve offering flexible work arrangements, tailoring communication styles, or adjusting your approach to feedback and recognition.

Celebrate Wins, Big & Small

At the end of the day, everyone wants to feel valued and appreciated for their contributions. So take the time to celebrate the achievements of your diverse workforce, recognizing both individual and collective accomplishments. Employees who feel acknowledged and appreciated are more likely to be engaged, motivated, and committed to the organization's success.