How older staff can work with younger staff

If you’re a mature-age professional or have been in the workforce for a long time, you’ll have noticed an increase in younger staff. You may even have a role in an organisation that includes Gen Z, Millennials, Gen X and Baby Boomers. In such organisations, it’s key to understand, respect and value intergenerational inclusion.

Research shows that friction between generations can cause issues such as lower productivity, employee dissatisfaction, overall confusion and inefficient work patterns.

This expert article provides ideas on intergenerational inclusion for older employees working with younger employees. It showcases how it’s worth putting the time and effort into an age-diverse workforce since it’s good for business.

Question 1: What is intergenerational inclusion?

Intergenerational inclusion is when everyone is recognised and valued, regardless of age. It’s about the unique and beneficial ways age groups add value and meaning to an organisation’s end goal.

Some of today’s workplaces include members of all 4 generations,  so dealing with each one is key. In a healthy workplace, every generation feels free to bring unique strengths, perspectives and approaches to the table. Intergenerational inclusion is also about a willingness to learn from all generations. It takes effort but pays off.

Question 2: Why is intergenerational inclusion important?

Embracing intergenerational inclusion—instead of resisting or fighting it—adds enormous value. Diversity and working across generations positions organisations to stand out. Benefits include greater and/or improved:

• innovation
• engagement
• customer services
• efficiency and effectiveness
• savings (time and money)
• collaboration
• decision making
• employee satisfaction.

Healthy intergenerational inclusion is also a moral imperative in today’s workplace. It enables organisations to avoid discrimination and stereotypes. It supports organisations in building a meaningful, inclusive and harmonious culture for all. As such, intergenerational harmony can be transformative and rewarding.

Question 3: How do I manage working with younger employees?

Start with these tips.

Gain perspective

Research what younger generations want out of work (note: they don’t all want the same things as you, but not every younger generation has the same aspirations as other generations either).

Armed with this knowledge, kick aside any fear you have about dealing with younger workers, whether you’re managing or working alongside them. This will help you gain perspective.

Avoid assumptions

Never assume that younger employees are less capable or a detriment to sound decision-making because they don’t have the depth of experience you have. This attitude will hinder your ability to work alongside this cohort without bias, and you’ll certainly miss the mark.

The reality is that younger workers—while they may not have been through the same experiences you have—still have strengths and are keen to add value. They understand what makes young people tick. They get social media. They’re not afraid to pitch and explore ‘out-there’ ideas, which might just work.

Be flexible and keep an open mind

Flexibility is key to getting along with all colleagues, regardless of age, background, gender or culture. You learn more, adapt better and are seen as more progressive and professional when you keep an open mind.

Don’t be threatened

Some older employees, without realising it, may feel threatened by younger colleagues, including how spontaneous and forthright they can be, and how they want and expect to work in environments that back them. Never act defensively or disrespectfully as a protection mechanism. Communicating with younger colleagues, to better understand them, will counter-balance feelings of discomfort.

Share your knowledge

Play to your experience and strengths by offering to share your knowledge in a way that will motivate younger colleagues. This will demonstrate your leadership and stimulate the work environment. Offer to be a mentor. Engage in proactive listening and two-way communication.

Be willing to learn

Every generation can learn from every other generation, so embrace what younger workers have to offer. Think ‘spirit of learning’. Ask questions. Listen carefully. Try reverse mentoring to get across new ideas and mindsets.

Think big picture

Great managers appreciate, applaud and award employees who support organisational goals, and collaborate on the big picture. This includes employees who can work in teams with members that cross generations. Position yourself to work with all team members, no matter what age they are.

Learn more

Tackling a personality clash at work

Diversity at work: Big benefits with recruitment

How younger staff can work with older staff at work