6 Strategies for Managing Multigenerational Teams

From Baby Boomers to Gen Z, organizations can have up to five generations working together. 

While this can bring diverse talent and experiences, it can also present challenges due to differences in expectations, mindsets, working styles, learning and development, and more.

Understanding these factors and learning to manage a multigenerational workforce is critical to creating high-performing teams.  

From embracing diversity to promoting collaboration and learning, discover six actionable strategies to manage multigenerational teams.

Building a strong foundation

Imagine leading a team with members ranging in age from 21 to 56, each bringing their own blend of energy, wisdom, and experience. 

Regardless of age, each team member brings valuable insights and skills to the workplace. Creating close-knit, high-performing teams requires recognizing and acknowledging these unique talents and skill sets. 

Managers must be intentional about building trust and connection among team members.

Find opportunities to help team members connect. For example, start team meetings with an icebreaker. This allows everyone to come off mute and share something fun or non-work-related, allowing coworkers to learn about their colleagues and discover common interests. 

Other ways to connect include encouraging team members to set up 1:1s or virtual coffees, creating Slack threads, organizing team-building activities, and more. 

Cohesion within multigenerational teams doesn’t happen by chance—it’s developed through intentional efforts to foster trust and understanding. 

From team-building activities that encourage open dialogue to knowledge-sharing sessions where everyone can teach and learn, creating a continuous learning and collaborative culture is essential.

Tailoring support and communication

Managing multigenerational teams requires a tailored approach to support and communication. 

Team members have different preferences for how they like to communicate and give and receive feedback. 

For example, one employee might prefer to vent at the beginning of a 1:1 meeting, while another may have prepared a document to review. Understanding employees’ communication styles and preferences helps to level set and make each team member feel more comfortable.

Managers must adapt their communication style and support mechanisms to meet each team member’s unique preferences and needs. Whether it’s being a sounding board or providing structured guidance, flexibility is key.

Mentorship and continuous learning

Mentorship is a powerful tool for fostering growth and development within multigenerational teams. However, for mentoring to work, team members must be open-minded and unbiased and recognize opportunities to learn from each other regardless of age. 

For example, a younger recruiter could teach coworkers about a new tool or platform, while a senior team member could teach a less-experienced employee about messaging. 

By promoting a culture of mentorship, team members can learn from one another’s experiences and expertise and learn to recognize each team member’s value. 

Read more: How to Create a Coaching Culture to Support Employee Development

Taking a blended learning approach

Onboarding and employee training are where differences in learning styles may be apparent, regardless of age or experience.

Some employees may prefer to learn by doing, others may want to watch a video tutorial, and other team members may want to follow step-by-step written instructions.

Onboarding and employee development must accommodate diverse learning styles and preferences. Personalized guides and blended learning approaches cater to team members’ varying needs, while hands-on shadowing and interactive tutorials provide opportunities for practical learning. 

Embracing technological diversity ensures that everyone can learn effectively and efficiently.

Navigating remote challenges

Remote work presents its own set of challenges, but maintaining a sense of camaraderie and connection is essential for multigenerational teams. 

Regular synchronous meetings, constant communication channels, and personalized support ensure every team member feels valued and included, regardless of physical distance.

Read more: How to Create a Sense of Belonging in a Remote Work Environment

Celebrating differences

Ultimately, the success of multigenerational teams depends on their ability to collaborate effectively and embrace all team members’ diverse perspectives and experiences. 

Managing multigenerational teams requires empathy, adaptability, and a commitment to fostering inclusivity and mutual respect. By implementing these strategies, teams can embrace diversity to drive innovation, creativity, and success.

Empower managers and teams with the Learning Cloud

With the Learning Cloud from WorkRamp, you can create and deploy engaging training for employee development, onboarding, compliance, leadership development and more.

Discover how the Learning Cloud can drive employee and organizational growth. Contact us for a free, personalized demo.