In the modern workplace, tension crackles in the air, creating unique challenges for leaders across the globe. It’s not enough that we are navigating challenging times, inflationary and recessionary tensions, war, social divide, and environmental crisis… we are also facing a rise in the ageing population in the Western World. Because birth rates have been declining for decades, talent is scarce, and, well, it is getting older… much older.

The implications of these global socioeconomic phenomena are already felt in the modern workplace. Attracting, retaining, and engaging young talent is a key priority for organizations worldwide. Hiring skilled young talent is transforming the Employee Value Proposition and includes new shiny objects that should attract the tech-savvy GenZers. While businesses are working hard to appeal to the younger candidates, their existing employees feel disengaged and unappreciated. At the same time, Baby Boomers are pulling the workplace dynamic at the opposite side of the spectrum. For the past decade, there is an increased trend of late retirement. Organizations, facing serious talent shortages, lure this demographic back into the workplace offering them their old jobs back or part-time and project-based arrangements.

This doesn’t make life any easier for new managers. They are caught up in the middle, expected to lead team members whose ages span from early twenties up to their seventies. What a mess! Most of today’s first-time managers are navigating a generational minefield, causing them to feel tired, exhausted and to just want a bloody good lie down.

Picture this: for the first time ever, our workplaces are hosting a population of four distinct generations—Baby Boomers, GenXers, Millennials, and GenZ. Managing the diverse needs and expectations of this multi-generational workforce is the next big skill on the leadership landscape.

Let me show you a small part of the generational conflict raging now:

1. Baby Boomers: A whopping 73% of Baby Boomers are gearing up to stay at work after retirement age. This might be exactly what we need to solve the talent and knowledge gap challenges that the market is facing right now. Younger generations feel unable to progress at work due to this fact.
2. GenXers: 71% of GenXers prioritize purpose and fulfilment over high pay. This speaks for greater flexibility and focusing on enriching the spectrum of corporate benefits, rather than financial compensation. However, younger employees are extremely sensitive to financial turbulence and have been hit severely by the inflationary price increases, with many of the GenZers and younger Millennials moving back with their parents to reduce spending.
3. Millennials: This generation is preparing to take over many of the leadership roles from retiring Baby Boomers. However, even though 83% of companies emphasize the importance of development, 69% of millennials express concerns that their workplace has not invested in them developing leadership skills. It’s a mismatch of expectations and delivery.
4. GenZ: Although they show relatively high engagement levels at work, staggering 40% of GenZ individuals express their desire to leave jobs within two years. Seems like this generation is both happy at work and most likely to resign.

To add to the conflict, we have the following statictic: Th 32% of GenZ and 33% of millennials feel decisions are made from the top down, leaving employee feedback often unheard.

As Leaders stuck in a generational sandwich, you probably wonder what you could do to build an age diverse team that is in sync, agile and happy with their current role, development opportunities, and purpose.

As I write in my book “Dear Monsters,” the leadership is understanding that it is about you, while it is not about you at all. There’s no tool more powerful to master this challenge than through asking the right questions and then sitting back and listening to what comes back. To help you navigate the four distinct generations on your team, I have prepared some guiding questions.

Questions for Baby Boomers:

• What experiences or projects from your career do you find most valuable?
• How can we leverage your wealth of knowledge to guide the team?
• What do you need from me to help you grow in your role?

Questions for GenXers:

• What work environments have brought out the best in you in the past?
• How can you help to build bridges between the older and younger team members?
• What kind of support (training, development, visibility) do you need from me for your next career step?

Questions for Millennials:

• What aspects of our work culture resonate with your values?
• How can we support your professional development within the team?
• What specific skills and behaviors would you champion within the team?

Questions for GenZ:

• How do you envision incorporating your unique perspective into our projects?
• What technology or tools do you find most effective in your work?
• How does the work that we do align with your long-term values and aspirations?

Of course, there are some questions that I find equally as fascinating across multiple generations. Try this at your next team call:

• How can we fine-tune our communication channels to ensure every voice is heard?
• What strategies can we compose to enhance collaboration across these diverse generational melodies?
• What is the unique strength of our multigenerational team?
• How can you make sure you both take on a role as a mentor and a mentee in various areas?

After you ask each of your team members these questions, with the absence of any judgment or prejudice, wait for the ideas and perspectives to start pouring. You will learn much more about what they are capable of, and will be able to inspire them to look beyond what is, to what could be.

Don’t forget to tell me how it went, Monsters!

P.S. You can work with me if you need support in creating a culture of intergenerational collaboration on your team. If you would like to know more about what New Age Leadership is, you can purchase my book “Dear Monsters” here.