Posted in Management Best Practices

Multi-Generational Teams: What Strengths Can Each Generation Bring to the Table?

A diverse, multi-generational finance team offers a blend of experience, innovation, and adaptability. This blog explores the unique strengths each generation brings—from the deep expertise of seasoned professionals to the tech-savvy mindset of younger employees—and provides strategies for fostering collaboration, improving communication, and maximizing team performance. Turn to the experts at PrideStaff Financial.

There are at least four generations in the workforce:

For the first time ever, there are at least four generations all working together in the workforce. Understanding the dynamics of each will help in fostering collaboration, communication and maximizing performance. The Baby Boomer generation is your oldest group of individuals. While they are collaborative and loyal, they are averse to change, considering themselves “the old guard”. Their mindset is one of “this is the way it’s always been done.” Generation X is your late 30s-50s age range and probably the biggest portion of workers right now. This generation’s mindset is one of independence. You don’t need to hover over them or micro-manage them. They will get the job done. They have strong communication skills, but they view things as bleak at times or tend to look at the negatives more than the positives. Your Millennials are the workforce that has been pushing out the Baby Boomer generation. This generation is driven. They want to climb the proverbial ladder quickly. They are creative and think outside the box. However, this generation has seen challenges with their mindset. They often feel entitled. “You owe me” mentality or “I’m the best, so give me what I want or I’ll just go somewhere else.” This can be hard to manage, but it can be done. Generation Z is just pushing into the workforce and will be the youngest generation. They are the newbies on the block. Their progressive thinking and ways of doing things offer a lot to finance teams, they have strong IT skills (as do Millennials), but they are often disloyal. Meaning they have no problem flitting from job to job quickly and may get bored quickly. The best way to work with all these differences is to value each as individuals and to understand that each generation entered the workforce under certain conditions, which ultimately helped to shape their sense of purpose, preferences, and drivers for success.

Communicate preferences openly and honestly:

Talk openly to your teams about your preferences, particularly when it comes to methods of communication. Managers of multiple generations can set an example by helping their team members find ways to clearly communicate with each other. If you have direct reports who are both older and younger than you, ask your employees what kind of interactions they feel most comfortable with.

Respect boundaries:

The most challenging feat you may face as a manager of both older and younger employees will involve respecting the varied boundaries of each of your team members while upholding your own set of values, boundaries, and ground rules. In order to create the kind of environment in which every person feels willing to ask for help, share their best ideas, and take risks. Prioritize psychological safety- the role of the manager is to provide ongoing opportunities to have these discussions, not to force people to a particular point of view or to check a box.

Don’t play favorites:

Create a culture in which people of all ages can be vulnerable and learn from one another. Managers should foster an inclusive decision-making process that encourages open dialogue. During meetings, go the extra mile to make sure every voice is heard and considered. While this is typically good practice, those leading multi-generational teams may face unique challenges. If you notice challenges or notice yourself enacting biases, change your approach. The next time you become frustrated with your younger employees for being outspoken, catch yourself. Rather than shutting them down, give them space to respectfully demonstrate their abilities by asking questions and encouraging them to weigh in. Likewise, if an older worker is quick to dismiss a younger team member, address it by suggesting the younger team member speak up in the moment.

There are at least four generations in the workforce:

Communicate preferences openly and honestly:

Respect boundaries:

Don’t play favorites:

PrideStaff Financial’s highly skilled staffing consultants are ready to support your hiring needs.