Building a Multigenerational Team

Imagine being part of a cohesive team where seasoned pros and fresh talent collaborate, combining years of experience with cutting-edge ideas to produce impactful, meaningful work. That’s just part of the magic of fostering an age-diverse workforce. 

A supportive, multigenerational workplace is an environment that sparks innovation, enhances problem-solving and swiftly adjusts to market changes. Through age diversity, you tap into a broader talent pool, which leads to higher employee satisfaction and better representation of your diverse customer/client base. 

Does this sound like your workplace? If not, then it’s time to shift your hiring mindset and begin harnessing generational synergy! Small changes can make a big difference in the talent that you are attracting and retaining for your organization.

Shifting workplace age mentality means focusing on skills and competencies, not birthdays.

It is the smart manager who recognizes the value of experience while appreciating younger workers’ adaptability. Fostering lifelong learning by offering training and development for all ages and all levels of staff is a solid approach that taps into the strengths of all age groups, encouraging knowledge sharing and continuous skill development for everyone. 

Take a good look at your recruiting process and employer brand.

On your job descriptions, focus on the skills you’re after, not how long someone’s been in the game. Consider exploring blind résumé screening, too, which is like a talent show where you can’t see the performers — you’re just wowed by their abilities! Mix up your interview panels and bring in folks from different generations to chat with candidates. Also, show off your age-diverse team in your company’s photos and social media stories. 

Combat ageism in a proactive way.

Train your hiring managers and leadership to recognize and overcome age-related biases. Create mentorship programs that pair employees of different generations to facilitate the breaking down of stereotypes. Regularly audit your performance review process to ensure it’s based on objective criteria. Also, highlight the contributions of employees across all generations in your internal and external communications. 

Hiring teams should be well-versed in age discrimination laws to ensure fair and legal practices.

In New York, the New York State Human Rights Law covers all employers and protects persons 18 and over from age discrimination in employment, apprentice and training programs, promotions, and termination. This broad protection underscores the importance of age-neutral policies. Become familiar with federal regulations, like the Age Discrimination in Employment Act (ADEA), as well as specific state and local laws.

It’s crucial to implement effective measurement strategies.

Conduct regular employee satisfaction surveys that include questions about age inclusivity and cross-generational collaboration. Closely monitor demographics across various levels of your organization, from entry-level positions to senior management, and track retention rates, too. Pay attention to where certain age groups may be underrepresented and adjust your hiring and promotion practices accordingly. 

Notable trends are reshaping our workplaces, such as the increasing retirement age. Workplaces are becoming more age-diverse workplaces, with up to five generations working side by side. We’re also seeing a rise in “unretirement,” where older workers are returning to the workforce. 

Inclusive cultures attract diverse talent and retain valuable employees. I believe that organizations effectively leveraging the strengths of each generation while fostering cross-generational learning and opportunity will have a significant competitive advantage. 

It’s time to get started!