Bridging the Gap: Learning from Multigenerational Teamwork
Public discourse and social media tend to box generations into sets of stereotypes:
Boomers: they don’t like to be called boomers, slow to adopt technology, very traditional and hierarchical, not willing to change
Gen X: says they care about work-life balance but not really, still upholding hierarchy, skeptical and non-trusting
Millennials: a lot of feelings, always looking for their purpose, entitled and constantly needing feedback
Gen Z: even more feelings than millennials, impatient, easily distracted because they grew up around too much technology
The assumptions are pervasive. And while the memes may be funny and sometimes accurate (I am a millennial with an embarrassing sense of nostalgia for the '90s and Early 2000s), issues arise when these assumptions show up in how we operate in the workplace.
In our work with organizations and teams, we have seen the way these assumptions can get in the way of truly harnessing the powers of an intergenerational team. According to the Harvard Business Review, never before have we seen so many generations in the workforce at the same time. Now more than ever, we need to find ways to connect and build understanding as opposed to letting the intergenerational gap grow. Here are three ways we’ve helped bridge intergenerational teams:
Address the assumptions head-on. In order to prevent biases from sowing division, we need to identify what they are so that we can work through them. By highlighting common stereotypes like “Millennials are entitled” and “Boomers are stuck in their ways”, organizations can begin to debunk these assumptions together. When doing this, we find it crucial to set the tone and expectations for a productive conversation that is grounded in compassion and shared understanding. To do this, we prepare our teams with materials and content to respond to like videos and readings, so that they are communicating with a shared foundation of understanding.
Connect through stories. Assumptions and biases lead to division. Stories bring us together by building understanding and connection. In order to make sense of our world, our brains can categorize people, places, and experiences, based on previous experiences we’ve had. Through the act of listening to stories, we are able to add more information to what we may have assumed about someone. We work with teams to craft and share their stories based on their career experiences, values, successes, and challenges.
Practice communication skills. With so many styles and modes of communication in the workplace, words and actions can easily be lost in translation. Something as simple as your manager sending a, “Hi.” message with no follow-up might elicit different reactions. For me, this makes me anxious with anticipation. For someone else, the Hi, might be a nice way to check in before following up with an ask. We work with teams to discover where their communication barriers are and then work with them to practice skills around giving and receiving feedback, navigating difficult conversations, and healing from rupture.
When teams navigate through their challenges and work towards a cohesive intergenerational workplace, we see ways in which their organizational culture becomes more inclusive, dynamic, and sustainable.
Here are some storytelling prompts you can use at your next team meeting or retreat that will help facilitate some intergenerational connection:
What values drive your career choice and work ethic? Is there a defining moment that led you to these values?
Share a story about a mentor and their influence on you (positive or negative) and what that has taught you about being a mentor.
Share a story about when you’ve successfully worked and collaborated with people from different generations (can be in community groups, family, etc.) on something you’re proud of.
If you’d like to see a format of how this can be done, here’s a video that shows a conversation between Baby Boomers and Gen Z:
Bridging intergenerational divides does not mean all employees need to be in full alignment over all facets of their work, interests, and lifestyle choices. We believe it to mean building understanding, compassion, and commitment to each other’s well-being and successes. When teams begin to dismantle their assumptions and biases, connect deeply over stories and experiences, and practice communicating with one another, they pave the way to thrive in demanding landscapes, fostering a culture of innovation and growth.
We’ve seen that diversity leads to a richer, more innovative, and dynamic workplace. Within an organization, each individual within all generations can bring unique skills, experiences, and competencies to their work. So start by shifting the narrative that multiple generations in one workplace is a challenge and start taking actions to harness the power of intergenerational workplaces.