Brian Haines, Chief Strategy Officer, FM:Systems.
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Four active generations in the workforce today makes building an age-diverse team not only possible, but an often overlooked way for organizations to advance inclusivity efforts, foster professional development and stimulate company growth. Yet with hybrid work gaining popularity, it can seem a tall order to create a strong culture among a team both widely dispersed and composed of a mix of ideas, motivations and skills.
For organizations that haven't prioritized harnessing the unique strengths of a multigenerational team within their hybrid environment, consider this a good time to start.
Leaders must acknowledge generational differences.
Keep in mind that in addition to each generation having their own unique characteristics, skills and values, each one also brings different experiences to the workplace owned by the pandemic.
Baby Boomers (born between 1946-1964) spent decades in an office setting long before the pandemic.
This generation is known for their strong work ethic and have long respected a culture characterized by a top-down mentality in which seniority had the most influence. Offices were outfitted with rows of cubicles for individualized work—and the coveted corner office became a symbol of reaching the top of the corporate ladder.
Working remotely was a significant adjustment for many Boomers who were accustomed to—and greatly valued—in-person interactions.
Gen-Xers (born between 1965-1980) also have years of pre-Covid experience in the workplace.
This generation is widely regarded as the first generation to start pushing back on the conventional corporate hierarchy model while still paying loyalty into the company. By around 2010, the concept of “activity-based working” began to enter the workplace, shifting office design to include various types of workspaces for optimal productivity.
Millennials (born between 1981 and 1996) are the largest generation in the workforce.
This generation entered work with the expectation that it should be purpose-driven, team-focused and all about efficiency. Labeled the “Unluckiest Generation,” many started working during the worst economic downturn since the Great Depression, leading them to prioritize job security or pursue freelance work. And just as they reached traditionally peak earning years, the pandemic happened—followed now by another potential recession.
Gen-Z (born 1997 to 2012), will make up 27% of the global workforce by 2025.
This youngest generation grew up with the internet, cell phones and social media and often expect workplace tech to work as quickly and easily as personal tech. But growing up in an “always on” environment could be one reason why this generation is the most stressed, with 46% saying their mental health worsened as a result of the pandemic. They have very limited to no workplace experience pre-Covid, and they’re eager to return to the office—just not full-time—for the increased learning, collaboration and connection in-person work offers.
What strategies can leaders use to create a strong multigenerational hybrid team?
Though the nuances of generational work styles can cause friction among team members, in some ways the shared experience of the pandemic narrowed the generational gap within the workplace. People of all ages agree that hybrid work is generally the preferred way to work because it offers greater opportunity for work-life balance. And by occasionally gathering in-person, there are more moments to form relationships with co-workers, work on activities better done face-to-face and help the company culture grow.
Here are four ways leaders can build high-performing hybrid workplaces in a way that benefits all generations.
1. Create more collaborative and flexible workspaces.
The value of the physical workplace is not for employees to sit next to each other working on things that could’ve been completed remotely. Like the inception of activity-based work that Gen-Xers brought about, hybrid workplaces should be designed around flexibility for teams to meet and work in ways that help build collaboration and closeness. Look to provide a variety of workspaces that match the needs of the team, like reservable flex desks, “focus rooms,” meeting rooms, breakout spaces and collaboration stations.
2. You can’t have too much data.
Since hybrid is still very new, for mid-size and enterprise organizations with multiple office locations, look for a workplace analytics solution that can measure the performance of your hybrid workplace—and, more importantly, provide objective data on utilization, employee mobility and behavior. Only then can organizations confidently adapt their workplaces to continuously meet the needs of their people, while also identifying real estate cost-reduction and optimization opportunities.
3. Provide workplace tools that add value—not bureaucracy—to the workday.
For a productive in-office experience, a room and desk booking solution can ensure employees have a guaranteed workspace when they arrive. Millennials are less tolerant of applications that are clunky or time-consuming, but for everyone’s sake, make sure reserving a workspace is as easy as reserving a table on OpenTable.
Advanced booking solutions can bring that extra level of intel younger generations appreciate, such as seeing where work friends are planning to sit or knowing who will be in the office so workers can better choose how to spend their in-office days.
4. Create a culture that supports learning, development and mentorship.
The best workplace environments I experienced—whether as an architecture intern or an executive at an established enterprise software company—were the ones where co-workers willingly shared their unique tips and knowledge. This is especially important with Gen-Zers, who are coming into a hybrid work environment that is likely their first in-person work experience with generally less training and support than previous generations, due to the pandemic and fully remote work. Peers and managers should also not assume these digital natives are well-versed on workplace tools and should make sure they’re up to speed on using tools like Loom, Slack, Zoom and even email.
Take these strategies as a solid starting point.
I hope this article provides leaders with some strategies for building connection among a multigenerational hybrid team. And remember: Everyone is an expert in something. Workplaces in which everyone feels empowered to share their insights with others, no matter their age or where they are located, are the ones that will gain a competitive advantage for talent and growth.
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