“Gen Zers are lazy.”
“Baby Boomers are out of touch and unwilling to change.”
“Gen Xers are arrogant.”
“Millennials are unpredictable and disengaged.”
We’ve all heard stereotypes like these, but they often do more harm than good. This is especially true for the workplace.
The reality is that each generation brings unique strengths and perspectives to the table. And while managing a multigenerational workforce has its challenges, the capacity for growth and innovation is truly enormous.
But here’s a big surprise: even though most leaders know that a mix of generations is the answer to long-term business success, a 2023 survey by Harvard Business Review showed that less than half of companies actually do anything about it.
It’s time to go beyond stereotypes and reimagine the multigenerational workplace, not as a source of division but as a powerful driver for success, just waiting to be tapped into.
In this article, we’ll unpack the challenges and opportunities multigenerational workforce training and engagement, with insight from Dr. Eliza Filby, expert on generational intelligence, and a few practical strategies.
What you’ll find in this article:
- What is a multigenerational workforce?
- What are the challenges of managing a multigenerational workforce?
- How to train a multigenerational workforce
- Tips for effectively managing a multigenerational workforce
- Beyond stereotypes, beyond challenges
What is a multigenerational workforce?
A multigenerational workforce is when there are people from different generations (diverse age groups) working together at a company. Each generation brings its unique traits, shaped by the social, economic, and technological contexts in which they grew up.
Gen X for example, grew up during the great recession and are therefore loyal and hard-working, but they can be a little traditional in how they communicate. On the other side, we have Millennials who grew up when both parents were working full-time, making them hardy and independent. Then we have Gen Z, who have had the most career opportunities, and therefore they tend to jump around between company and profession till they find what works best for them.
In total, there are up to five generations currently in the workplace:
- The Silent Generation (born 1928-1945)
- Baby Boomers (born 1946-1964)
- Generation X or Gen X (born 1965-1980)
- Millennials (born 1981-1996)
- Generation Z or Gen Z (born 1997-2012)
While Generation Alpha is waiting in the wings, they will be ready to step onto the stage of the workforce in 7 to 8 years. Being aware of their predicted tech skill level and global connectedness can help you prepare to welcome them into the workplace.
Dr. Eliza Filby discusses the benefits of a multigenerational workforce on our Keep It Simple podcast episode. And with that, the importance of learning from each other as a means to bridge the generational gap.
What are the challenges of managing a multigenerational workforce?
A cohesive intergenerational workforce is a driver of business success, but getting it right also comes with multigenerational workforce challenges for managers and HR.
Generational stereotypes
We’ve all heard these terms: Millennials are “entitled,” Baby Boomers are “technophobes”, and Generation Z can’t tear themselves away from their phones. But as we said at the start of this blog, these stereotypes are often more fiction than fact, and painting an entire generation with one brush stroke is just lazy thinking. Age bias is a real thing and it must be addressed.
Millennials and Gen Z might be good at technology, but that doesn’t mean they can’t hold deep conversations or write great emails. And just because Baby Boomers might prefer a good old-fashioned phone call doesn’t mean they’re afraid of learning new tricks like using AI.
As Dr. Filby mentions, “[…] Stereotypes about different generations must be reconsidered. Companies should focus more on understanding the cultural and technological contexts that shape each generation’s approach to work.” Meaning, we should focus on what matters: understanding everyone’s strengths and weaknesses. Especially when a multigenerational workforce is what defines the modern workplace.
Skills gaps
Beyond generational stereotypes, the reality of the workplace often presents tangible skills gaps between different generations. This is not a judgement, but rather an observation of how skills and experiences change over time and what each can bring to the table.
Born into the digital age, younger generations use technology like fish in water, but that doesn’t automatically qualify them for any job. As Dr. Filby mentions, “[…] The younger generation is very tech-savvy, but they may lack some of the soft skills that are important in the workplace.”
Those soft skills (or interpersonal skills)—communication, teamwork, problem-solving—are required for success in any job, no matter how tech-focused.
Conversely, older generations often bring decades of accumulated experience and wisdom to the table. They’ve honed their communication skills, dealt with difficult relationships, and learned a lot about their jobs. However, they may need support in upskilling or reskilling to remain current with the latest workplace trends and demands.
Communication gaps
While we are on the topic of gaps, let’s talk about communication styles—or communication gaps, as the case may be.
In a multigenerational workforce, it’s like the entire workforce is speaking different languages. And their communication styles are part of their daily work routine. Gen Z and Millennials are all about DMs and emojis, while Baby Boomers and Gen Xers might still prefer a good old-fashioned phone call or face-to-face chat. And don’t even get us started on the whole should we use email vs Slack debate.
However, the core issue with our current communication gap doesn’t solely come from how we speak. It’s more about how we listen and, more importantly, what we choose to listen to. As Dr. Filby points out in the podcast, “[…] It’s not that people are particularly bad at listening. It’s just that we now live in a world where you don’t have to listen to things you don’t like.”
And that’s especially true for Gen Z. They’ve grown up in a world where they can curate their online experience, blocking out anything that doesn’t fit their narrative. So, in order to minimize generational conflict, we need to bridge the communication gap.
AI vs humanization
The headlines from 4 years ago might ring true, since AI has been changing the game for many businesses. But, amid all this technological innovation, the human element has remained irreplaceable.
As Dr. Filby so aptly states, “[…] as we move forward, soft skills are going to become more and more important. The ability to interact with other humans is going to be a key differentiator.”
A recent TalentLMS survey echoes this sentiment, revealing that 82% of Gen Z employees believe soft skills training is a must-have in the age of AI.
Empathy, communication, creativity, critical thinking—these are the skills that AI can’t replicate, skills that will set humans apart in an increasingly automated world.
It’s also important to remember each generation has its own strengths and weaknesses regarding how they work with AI tools.
As Dr. Filby suggests: “[…] older generations may be better at critically evaluating AI outputs due to their experience, while younger generations might have more digital savviness. Integrating AI in the workplace successfully requires collaboration across generations in the workplace to leverage both sets of strengths.”
Leadership styles
Rigid leadership styles often don’t work well in a multigenerational workplace. Each generation brings its unique expectations and preferences to the table, creating a dynamic leadership landscape.
Baby Boomers and Older Gen X, for example, typically respond well to a more traditional, hierarchical leadership style.
Younger Gen X, Millennials, and Gen Z tend to lean towards a more collaborative coaching style of leadership.
The stark reality is that these differing expectations can lead to disengagement and frustration, especially for younger workers. A recent TalentLMS survey revealed a startling statistic: a whopping 47% of Gen Z employees feel they receive better guidance from AI than from their managers.
Therefore, leadership is being reimagined, especially when AI comes into play.
Meet TalentLibrary™
A growing collection of ready-made courses that cover the soft skills your teams need for success at work.
From career ladder, to career playground
The evolution of leadership has also had a profound effect on career progression. The old career ladder has crumbled, replaced by a dynamic jungle gym where talent and potential swing across generational branches.
We can no longer assume that Gen Z employees will always be below Gen Xers, or that Baby Boomers are at retirement age. The modern workplace is fluid and agile, with talent and potential crossing generational boundaries. As Dr. Filby highlighted, “[…] The traditional career ladder is becoming less relevant. People are looking for more flexible and personalized career paths.”
How to train a multigenerational workforce
While we’ve explored the broader multigenerational workforce challenges and generational gaps that organizations face, it’s important to remember that every employee, regardless of their age, has unique needs and aspirations.
Before starting any training plan, it’s always best to do a thorough skills gap analysis to find the areas where each employee needs to improve. This will help you fine-tune your training programs to address actual needs and deliver targeted support.
But it’s not only that. It’s about taking into account the varying learning styles and preferences of different generations and adapting your training methods accordingly.
As Dr. Filby said, “We need to understand how different generations learn and what motivates them.”
With that in mind, let’s explore some effective strategies for training a multigenerational workforce.
Promote social and collaborative learning
Social and collaborative learning can help us harness and apply all that multigenerational diversity.
When we create opportunities for employees to learn from each other, the benefits are twofold: we support a culture of knowledge-sharing and continuous growth, while simultaneously breaking down generational barriers.
Mentorship programs are great tools for cross-generational learning and knowledge transfer. The younger generation gains access to a treasure trove of wisdom and guidance, while the older generation benefits from fresh perspectives and learns more modern-day skills. It’s an easy-to-apply win-win. And a way to build mutual respect and trust.
As Dr. Filby puts it, by leveraging this collaborative learning opportunity, “[…] that’s where the relationship grows. That’s where the respect grows. That feels less forced.”
Offer blended learning
In the grand scheme of learning, we need to acknowledge the diverse landscape of generational learning styles. Today’s workforce spans from those who thrive in traditional classroom settings to those who prefer to consume information in bite-sized digital chunks.
So how do we create training experiences that suit everyone? The answer lies in blended learning. As Dr. Filby stated, “Blended learning is a great way to cater to different learning styles and preferences.” You can combine the goodness of face-to-face meetings or interactions with the convenience and flexibility of online learning.
Blended learning not only adapts to diverse preferences but also encourages cross-generational experimentation. Maybe your Gen Zers will like working together in person more, or maybe your Gen Xers will enjoy the benefits of digital learning. Which can be beneficial especially when it comes to flexible working arrangements or adapting to diverse working styles.
Gamification
Gamification transforms training into an interactive and engaging experience, tapping into our natural desire for competition, achievement, and rewards.
With it, you can turn those mundane compliance modules into a thrilling quest, where employees earn points and badges and climb leaderboards as they progress.
Gamification also creates a sense of healthy competition, motivating employees to push themselves and be part of the learning process. Plus, it’s a fantastic way to tap into the playful spirit of younger generations who grew up with video games and digital rewards systems.
Rewards and recognition
According to a recent TalentLMS survey, 80% of employees say they would work harder if they were recognized more often. While working hard is a great bonus, another bonus is that recognition can help you motivate and engage your multigenerational workforce.
Cash bonuses, gift cards, extra time off—these classic rewards are always a hit, especially for those who’ve been around a while.
For the younger employees, recognition might look a bit different. Think public shoutouts at team meetings, opportunities to lead a project, or even personalized development plans that help them level up in their careers.
The key is to make those rewards and recognition feel personal and meaningful.
Multigenerational workforce training is the future.
Get started today with TalentLMS.
The training platform that users consistently rank #1.
Tips for effectively managing a multigenerational workforce
Managing a multigenerational workforce doesn’t have to be hard. In fact, you can learn how to do it in our blog about how to manage different generations in the workplace. Once you know how to do this well, you gain access to a goldmine of diverse perspectives and talents just waiting to be tapped into.
While we are feeling so inspired by the wisdom shared in our podcast discussion, let’s unpack some actionable tips from Dr. Filby.
Reciprocal respect
As the podcast points out, respect is a two-way street. To create a strong sense of community and teamwork, it’s best to build a company culture around a growth mindset that values respect between people. As Dr. Filby mentions, “[…] it’s about reciprocal respect. It’s about reciprocal learning, and it’s about coming together to appreciate our differences, but recognizing we need entrepreneurial spirit and experience working in tandem.”
Learning from each other
Think about implementing initiatives like cross-generational mentoring programs or creating opportunities for employees to share their experiences and insights. They can help you cultivate a stronger, more connected workforce.
Lifelong learning
Next, you’ll want to encourage continuous learning, as this will help your teams’ skills stay relevant. To do this best, leaders need to walk the talk, and it needs to be okay to trip up along the way and make mistakes. In fact, healthy mistakes should be encouraged.
As the podcast highlighted, investing in employee training programs, upskilling and reskilling initiatives can help you bridge generational skills gaps. They can also empower employees to grow and adapt continuously.
Beyond stereotypes, beyond challenges
It’s time to move beyond the stereotypes and challenges and instead focus on the incredible potential that lies within these generational differences.
Remember, it’s not about forcing everyone into the same mold. It’s about creating a space where everyone feels safe to be themselves, to share their ideas, and to learn from one another.
Let’s create a workplace, where Gen Xers can mentor Millennial employees, and where Gen Z can teach everyone a thing or two about TikTok. A place where we celebrate generational diversity.
When we break down silos and generational barriers, we unlock a powerful team synergy that drives innovation, productivity, and growth.
So, let’s ditch the labels and age groups and focus on what really matters: working together to build a better future.
| Tags: Multigenerational training,Multigenerational workforce
