How to Deal with a Generation Gap in the Workplace

A recent Gartner study found that diversity, equity and inclusion (DEI) is one of the top five priorities for businesses in 2022. While gender and ethnicity are more common aspects of diversity, it’s important not to overlook the importance of age diversity. Research shows that having a variety of viewpoints and approaches benefits the organization. For example, one survey revealed that turnover is 4% lower at firms with a 10% higher share of workers aged 50 and over. Another study published in the Journal of Applied Psychology showed that being a part of a mixed-aged workplace group increased motivation for both older and younger employees as well as their intent to stay with the company.

With five generations in the workforce, there is a broad range of perspectives, needs and attitudes in the office. But while generational diversity benefits the organization overall, it can also bring conflicting ideas and stereotyping. That's why executives and business leaders must bridge the generation gap and build an inclusive culture. According to Gallup, “It's more important than ever to make sure all employees know their opinion counts. Workplace inclusion has numerous benefits, among them, better relationships with customers and higher financial performance.”

Fortunately, there are ways to manage an age-diverse workforce successfully. Let’s look at five simple strategies to deal with a generation gap in the workplace.

Address stereotypes

Many organizations fall into generational stereotyping. For example, you might assume that all Millennials want flexible work schedules while older employees prefer a traditional workday. However, most research suggests that the differences in values and preferences between these groups are quite small. For example, one analysis revealed similar job attitudes when comparing generational groups. So, what matters isn't actual differences between generations but the existing stereotypes. These beliefs can interfere with how people collaborate with their colleagues and how they are managed and trained. To address stereotypes, start by openly talking about them. Another strategy is to emphasize shared goals so multiple generations can see themselves as part of the same team. It is also helpful to recognize that employees' needs change over time depending on their life stage. So, keep an open dialogue with your workforce to discuss shifting needs. That way, you’ll be more likely to keep employees happy and engaged.

Embrace mentorship

A study from Moving Ahead found that 87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence. Mentoring often refers to an experienced employee guiding a younger person in the workplace. But it works both ways. Every generation has unique experiences and knowledge to share. Encourage inter-generational learning by allowing older workers to share real-world experiences with younger mentees. At the same time, create a reverse mentoring program. Reverse mentoring engages younger employees while equipping them with leadership skills and opportunities for professional development. It’s also a great way for senior leaders to gain visibility into their team's day-to-day activities while being exposed to a fresh perspective.

Use multiple communication styles

When your workforce spans multiple generations, employees like to receive and share information differently. For example, Baby Boomers were already in their forties when the Internet was introduced. As a result, they may prefer communicating in person or over the phone. At the same time, Gen Z grew up using technology, so they may be more familiar with Slack. Think about how people from different generations prefer to communicate. Then try to use a blend of communication styles, so everyone feels comfortable.

Assemble age-diverse teams

Another strategy is to create opportunities for employees to interact by assembling diverse teams. Members of each group have something unique to offer. For example, Generation X has learned how to thrive in a constantly changing workplace, while Millennials tend to be early adopters of technology. By identifying and leveraging the strengths of each generation, you allow team members to learn from each other while increasing engagement.

Listen to employees

There is no substitute for listening to employees and finding out what they want. For example, pulse surveys can be extremely effective, especially when using an anonymous and easy-to-use interface. It's also important to develop active listening skills so your team knows that you really care about what they have to say. You can also set aside time during individual and group meetings for employees to discuss their work experience and provide constructive input. Once your team realizes they can give honest feedback without negative repercussions, they will begin to look forward to opportunities to share their feedback with you.

There’s no question that the professional landscape is shifting. To maintain an effective and inclusive workforce, business leaders need to develop practices that accommodate multiple generations. There is definitely not a one-size-fits-all approach. But by leveraging these strategies, you’ll be able to bridge generational gaps while ultimately attracting and retaining the best talent.