07+ Ways for businesses to build an effective multi-generational team

The proportion of the workforce is changing. And with that change come new challenges and frustrations. However, with change, there are also new opportunities to learn, grow and innovate. It is not simply about adopting new forms of modern technology; Managers need to understand and respond to the different motivations, expectations and work styles of each age group. Let's learn with Faro Vietnam about "tips" to help administrators easily manage multi-generational staff.

1. Encourage intergenerational cooperation

In fact, studies have shown that multigenerational teams are more creative because they can draw on a wider range of experiences and perspectives. In short, they can think creatively. When you put people of different ages and stages in life next to each other, they can share their unique perspectives and ideas and ultimately give your business a competitive advantage. And isn't that the main goal? Here are a few ideas to help you get started:

• Having a variety of age groups provides feedback on upcoming projects and allows them the freedom to make their mark
• Encourage employees of different ages to share their favorite tools and apps with the team
• Appoint co-leaders of different ages to oversee company-wide initiatives
• Intergenerational collaboration can be complicated, but it's worth the effort. By encouraging your team to share their unique perspectives, you're opening the door to a world of possibilities and setting your business up for success.

Essential Tips for Creating a Successful Multigenerational Team

2. Promote a learning culture

Currently, there are four generations in the workforce and all of these generations have different expectations, work styles and motivations.

• Baby Boomers (born between 1946 and 1964)
• Generation Xers (born between 1965 and 1980)
• Millennials (born between 1981 and 1996)
• Generation Zers (born after 1997)

For example, Generation X prefers to work independently, while millennials are more likely to seek collaboration. When you put these two generations side by side, it's easy to see how conflict could arise. However, if they both feel comfortable discussing their expectations and needs openly and honestly, they can find a middle ground that works for everyone.

3. Promote work-life balance

Each generation values work-life balance differently. For baby boomers and Generation X, that means having time to pursue their interests and hobbies outside of work. For millennials, that means more flexibility to spend time with family or friends. And for Generation Z, that might mean taking time for mental health days or extended vacations. They're all different, and that's okay.

It's important that you, as a manager, make an effort to understand what work-life balance means for each of your employees. Then, do your best to come up with options that work for everyone. And one of the best ways to do this is to offer flexible work hours. When you give your team the freedom to create their schedule, you show them that you trust them and give them control of their time.

4. Encourage mentoring

Mentoring is a great way to manage a multigenerational workplace. It creates a sense of community within your team and allows different generations to learn from each other. For example, an employee who has been with the company for 20 years can mentor a newer employee about the company's history, culture, and values. And in the same way, Generation Z employees can teach older employees about the latest technology, social media trends, and how to stay relevant in today's ever-changing world.

Many companies mistake mentoring for imitation, but it's more than just imparting information. It creates relationships built on trust, respect, and shared goals. When your team has that, they can achieve anything. And that's what you want in a multigenerational workplace.
 

Tips for Managing Multiple Generations in the Workplace

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5. Develop strengths according to role and employee expectations

In the best case scenario, developing each employee's strengths should be accompanied by their desire and process of self-improvement. But sometimes everything has to be based on performance and benefits for the business. Therefore, human resources directors should ensure that they still respect, nurture, and guide employees to focus on their strengths, skillfully weaving in opportunities for them to break through and escape the image of safety and conformity to their personality. This will help businesses possess more elite potential factors.

6. Leadership training budget

A healthy workplace takes time, effort and resources to maintain. That's why creating a budget for executive coaching, retreats, and conferences should be a top priority for managers in multigenerational workplaces. When you invest in your growth, you set the tone for your team. You are saying that you are committed to growing, learning, and changing. And that sends a strong message to your team.

7. Please be patient

Finally, patience is one of the essential tips for managing a multigenerational workplace. Give yourself and your team time to adapt to each other's communication styles, work habits, and ways of thinking. It won't happen overnight, but eventually, you'll find a rhythm that works for everyone.

If you have any further concerns, please contact us today for advice and instructions on effective human resource solutions!

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Email: service@farovietnam.com.vn

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• Tel: + 84 24 3974 3091
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• Add: 6th Floor, Saigon Finance Center Tower, 9 Dinh Tien Hoang Street, Dakao Ward, District 1, Ho Chi Minh City, Vietnam

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