4 Great Ways to Support Intergenerational Teams
If your team is like most in the workforce today, it’s made up of members of multiple generations. Each generation is characterized by different values and priorities in the workplace. It can be challenging to make sure everyone’s needs are understood and met, yet doing so means greater investment in your company and greater satisfaction on the part of team members. Here are 4 great ways to support intergenerational teams in your workplace.
1. Provide Flexibility
One thing the most recent three generations—Generation X, Generation Y, and Generation Z—have in common is a desire for flexibility. The value looks a little different in each generation, though. For example, members of Generation Y often want the flexibility to work at least part of their hours remotely. They and Generation Z value the opportunity to work outside a traditional 9 to 5 time block. Baby Boomers don’t place as high a value on flexible time schedule, though they may wish to cut back their hours as they near retirement.
2. Vary Benefits Packages
Instead of a traditional “one size fits all” approach, try to offer options.
As Baby Boomers age, the likelihood of their facing long-term health challenges increases, so healthcare benefits are increasingly important to them. For younger employees, such as Generation Z members, benefits packages that include mental and physical health, like gym memberships can be a higher priority.
Offering a variety of benefits options gives each intergenerational team member the ability to set their own priorities. Feeling that their needs are important to the company is especially important to Generations Y and Z.
3. Feedback is Still the Breakfast of Champions
All generations want feedback and especially positive feedback. People need to feel appreciated, and recognition is almost always welcome. That said, the younger generations prefer quick, “on the spot” feedback where older generations are more used to performance appraisal meetings a few times a year.
4. Emphasize Development and Mobility
Especially for the younger generations, having career path options and clear understanding of upward opportunities within the company are key. While Baby Boomers tends to invest more loyalty in the company they work for, younger generations value personal development and mobility above loyalty to a job. If they find themselves in a position where they feel “stuck”, they’re more likely to search for opportunities elsewhere.
Establishing mentorship, training and/or coaching programs within your organization can help create opportunity for personal growth and development while also giving employees a sense of community and connection.
Learn to Make the Most of Distinctive Talents in Intergenerational Teams
It can be challenging to manage or work with people who belong to different generations. You may find it difficult to understand their needs and understand how use their unique strengths to create a strong intergenerational team. Get comprehensive training on how to meet the needs of your multigenerational team. Learn what each generation needs and how to boost excitement and productivity with our Intergenerational Teams workshop. Contact us today to set up a group or individual training.
Ingrid Kelada and the KCC team!
Owner of KCC Positive Business Psychology & Happiness Expert
