How to help 4 generations get along at work

One of the major challenges we all face in today’s workforce is how to collaborate with a variety of coworkers that grew up in different circumstances and possess different perspectives and preferences. Indeed, today’s workforce includes workers from four generations : Gen Z, millennials, Gen X, and baby boomers. 



Too often, instead of trying to understand and value one another for our differences, many of us end up stereotyping, making judgements about, and blaming our coworkers from different generations. As a result, many employees unfortunately feel siloed and judged, which impacts their performance. The end result is a cycle of mistrust that affects the overall culture of an organization. Imagine, if instead of stereotyping and judging, we developed a culture of curiosity instead.



Emotional intelligence can help us move toward curiosity and focusing on creating the conditions that will bring teams together in an atmosphere of trust and appreciation for our differences. Here are some steps that we can take to get along with every generation at work.



Challenge stereotypes



There are many factors that make up a person apart from the era that they grew up in. The circumstances in which we are raised drastically vary and impact us as much as the times that we are brought up in. 



I came to this realization during my first job in which I was working with seniors. Not having grandparents and having no close relations with people their age, I had the preconceived belief that all senior citizens thought the same way. But getting to know this community, I was quite surprised that there were many different perspectives and belief systems among the senior citizens I worked with. 



While the time in which someone is raised is only one factor in their beliefs and values, it is helpful to understand how it impacted them. Instead of viewing other people’s characteristics as being lesser than their own, emotionally intelligent people ask questions and try to understand how these characteristics came about. They strive to avoid judging characteristics as “good” or “bad” but rather as different. 



Business leaders can help their organizations develop emotional intelligence by bringing in speakers and offering workshops led by different generations in their workplace. They can also look for examples of teams that consist of employees from different generations working well together and learn how they are able to pull it off. 



Finding common values and interests



One of the best ways to break barriers between workers from different generations is to find common interests you share and set shared goals that you are all working toward.  



This could include opportunities for staff to do volunteer work that all ages believe in and can get behind. For instance, helping children in poverty is a cause that many workers, regardless of their differences, can get behind. 



Or you could open staff meetings and invite employees to share something that they are dealing with in their life or a cause that they are passionate about. This can help teams better understand what each other’s world looks like outside of work. It can also establish a better appreciation of the kinds of struggles and challenges everyone brings with them when they come to work. 



You can also urge staff members to share one thing with their colleagues that they are grateful for or express what they appreciate about their colleagues. These kinds of positive conversations can help teams connect and build new bonds. 



Support and encourage mentoring between age groups



Different generations of workers can take advantage of each other’s unique skills and experiences by mentoring one another . For example, younger workers could help older colleagues that may not be as up-to-date with the latest technology. Older workers could help their younger counterparts by sharing experiences that their junior cohorts have not come across yet. 



Continually focus on the strengths that various generations bring to work. It is important to have reminders that we are all working together and that what we bring to the table makes for a stronger and more effective workplace. And, importantly, leaders have a responsibility to catch and address instances of agism. Have visual reminders around the workplace to remind everyone of the value of people with different, but equal insights.



“Focus on developing an organizational culture of bonding where there is a deployment of a company listening strategy. Create workshops that teach active listening and collective appreciative inquiry skills with the goal of filling in the spaces between siloes that separate people by differences,” says leadership consultant Lydia Henry. “Learning new aspects of effective communication (written or verbal) encourages collaboration, increases productivity, and releases discretionary energy that is fueled by an enhanced sense of employee trust and psychological safety.” 



Have fun together



Lastly, I recommend that intergenerational teams find opportunities to have fun together . Laughter connects you with people. It’s almost impossible to maintain any kind of distance or any sense of social hierarchy when you’re just howling with laughter. As comedian John Cleese once said, “Laughter is a force for democracy.”



We often overlook the power of laughter at work . Sharing fun experiences can break down barriers between workers from different backgrounds. Look for opportunities to do fun exercises and games that everyone enjoys and that can lighten the mood of a workplace. These efforts are a great way to relieve stress as well.



In this way, emotional intelligence can help us all challenge stereotypes about our fellow workers, find common ground, mentor one another, and have fun at work.