In the evolution of the workplace, you may need to change the way you collaborate with your team. Traditional management methods may no longer be effective due to how and where we work, as well as who is in the workforce.

One of the more prominent changes is likely to be the workforce composition. Today’s remote team members must bring together people from various generations. This necessitates a flexible, adaptable approach to collaboration, leadership, mentoring, and teamwork. Before we go any further, take a look at who makes up the four generations listed below.

Short Overview of the Four Generations

There are various ways to distinguish generations; one of the most common among sociologists is gradation based on the years of coming of age. We can identify four of them using this logical criterion:

• Generation Baby Boomers (born between 1946-1964)
• Generation X (born between 1965 – 1980)
• Generation Y or Millennials (born between 1981-2000)
• Generation Z (born between 2001 – 2020)

Without a doubt, when it comes to social environment and human behavior, such strict lines cannot be drawn. Typically, people establish themselves at the crossroads of two generations, with dominant traits of one. If you have such a person on your team, prepare to center the entire communication process on that individual. People who straddle two generations are naturally more accepting of opposing viewpoints. They typically become leaders due to their charisma. You can experiment with it and see how your team has changed.

The Evolving Workforce

As the workforce evolves, people are now working longer hours than ever before. And as a result of workforce evolution, companies have begun opening their doors to employees of various ages. A multigenerational workplace is clearly not going away. So, if you’re part of this remote team, you’ll need to find a way to bring multigeneration members together to form a functional and collaborative team.

Tips for Collaborating in a Multigenerational Remote Workforce

1. Skip the Broad Brush

It’s an old story that one generation trash-talks the next. In the workplace, making broad statements or assumptions about other generations can create barriers that make it difficult to get work done. When you refer to someone as a boomer, slacker, or snowflake, or talk about an age group being entitled, disloyal, or afraid of change, you create resentments that make it difficult to respect one another and work as a team. Even in private, make sure you are not making broad generalizations or using discriminatory language as a team member. If a co-worker says these things to you, make sure to respond privately and respectfully.

2. Adopt and Promote a Flexible Communication Approach

For a variety of reasons, different generations prefer different modes of communication. It is critical to respect those differences and to encourage your multigenerational co-workers to learn from others.

Senior generations, for example, prefer phone calls over text messages, whereas younger generations are frequently the opposite. When different generations communicate, this can lead to conflict. However, by bringing your remote team together and properly educating them about multigenerational differences, they will be able to learn from one another. For example, senior generations may prefer the phone because text messaging did not exist when they were younger, and they have learned that speaking with clients on the phone helps them build rapport and solid relationships that last.

Younger generations are likely to have grown up with texting as their primary mode of communication, which has carried over into their professional lives. Written communication is often the primary method of sharing information with a remote team. Senior generations who are not familiar with a GIF from a meme can learn how to master asynchronous communications from their junior colleagues.

3. Understand What Matters

A one-size-fits-all benefits package may be convenient for the employer, but it may not satisfy the many different desires of a multigenerational workforce. Younger generations, for example, may prefer benefits such as the ability to work from anywhere or scholarships to further their education. Senior generations may prefer paid leave or flexible work hours to assist in caring for children or ageing relatives. Determine what is most important to all of your employees across generations to ensure you are providing a comprehensive benefits package that has something for everyone.

4. Strengthen Multigenerational Collaboration and Teamwork

Everyone on your team has something to teach and something to learn from each other. So, allow everyone to collaborate and share knowledge. Encourage different age groups to learn from each other and grow from the experience to help break down generational stereotypes and create a cohesive team.

However, it is critical to ensure that everyone has an equal opportunity to teach as well as to learn. There may be assumptions that the senior generation knows more and should be the ones to share that knowledge. Similarly, there may be an assumption that senior generations are incapable or unwilling to learn.

Though difficult, this can be an opportunity for everyone to see that there are shared values and goals that span generations.

5. Harmonize Shifting Norms

One of the most difficult aspects of managing a multigenerational workforce is the diversity of beliefs, values, and norms. Though some will be work-related, such as having to work from 9:00 AM to 5:00 PM, many will be personal norms, such as gender norms.

Team members and leaders may face challenges in coordinating with people who hold opposing or conflicting beliefs. Leaders may need to adjust their management style and policies accordingly.

Younger generations, for example, are often more open to discussing their mental health than senior generations. However, not everyone, regardless of age, is as comfortable talking or hearing about it. As a team member, you must balance shifting norms according to co-workers’ comfort and foster an environment in which a wide range of beliefs and values are accepted and valued.

Key Takeaways

More in-depth communication will result in the optimization of all business processes, which is the primary goal of all successful companies. What is important to remember is that age does not determine talent. When it comes to the benefits of cross-multigenerational communication, skills, professional abilities, and personal characteristics are all valued.

A multigenerational workforce has both advantages and disadvantages. However, by leading with flexibility and support, you can build a cohesive team that spans generations, resulting in a diverse team that excels at what they do.