31/03/2025
As workplaces evolve, one of the most pressing opportunities and challenges for businesses is preparing for a multigenerational workforce.
With five generations now working side by side in 2025, from baby boomers to Gen Z, successful organisations must adapt to the differing work styles and expectations that each brings to the table.
Global DEI keynote and Head of People at HR consultancy Champions (UK) plc Jamie McAnsh discussed how modern companies should prepare for multiple age brackets internally.
Bridging the generational gap
“Right now, we have five generations in the workforce, and with that comes five different perspectives, outlooks, and beliefs,” says McAnsh. “We need to remember that each generation brings a set of experiences, values, and communication styles that are all equally valid and important.”
“A 2023 report from McKinsey highlights that diversity of age and experience can increase organisational innovation by up to 30%, but realising these gains requires effort.
“What often happens is misunderstanding. What one generation sees as lazy, another sees as efficient. What one sees as disrespectful, another sees as confident.”
Redefining loyalty and performance
Many employers still associate loyalty with long service, but McAnsh argues this mindset is outdated. “Loyalty doesn’t have to be measured in years. It should be measured in performance, innovation, and alignment with your company’s values.
“Data shows us that Millennials and Gen Zs change jobs more frequently, but they also value purpose and feedback, traits that correlate with higher engagement and productivity when properly harnessed.
“If you are recruiting based on loyalty as in time served, then you’re setting yourself up to miss out on top talent.”
The importance of reverse mentoring
One powerful solution to bridge generational divides is reverse mentoring, which involves junior employees guiding senior colleagues, often around new technologies or contemporary workplace trends.
“We talk a lot about mentoring younger staff, but reverse mentoring is just as vital,” he notes. “Give younger employees the chance to teach older staff about digital trends, technology, and new ways of working.
“This isn’t just a feel-good strategy, it’s a smart one. Research from Harvard Business Review shows that companies who implemented reverse mentoring programmes reported improved generational understanding and a 25% uptick in digital competency across departments.”
Flexibility is not a perk
Flexibility is another major sticking point across generations. While older employees might prioritise job security and structure, younger generations increasingly expect remote options and flexible schedules.
“Flexibility is no longer a benefit. It’s an expectation. You have to create an environment where all generations feel heard and valued. That starts with communication.
“Gen Z workers consider flexible working critical when choosing a job, and older generations appreciate flexibility too, particularly when it comes to phased retirement or work-life balance.”
Communication is everything
He continued: “You need to build bridges, not walls. And that starts with listening.
“Miscommunication often lies at the heart of workplace tension. While Gen Z may favour short-form, digital communication, older employees might prefer face-to-face interactions or longer-form emails. Neither is better, just different.
“Take time to understand the language and methods each generation uses to communicate, then create a culture where all of them feel safe to speak.”
Recruiting across generations
When hiring, it is tempting to skew toward younger workers seen as more tech-savvy or older employees viewed as more experienced. But this can reinforce age-based bias.
“The recruitment process should be inclusive across all generations,” Jamie urges. “Focus on the person, not the stereotype.”
“One study from AARP found that age-diverse teams outperform age-homogeneous teams by 35% in problem-solving tasks. The key is to value differences as strengths, not shortcomings.”
Create a culture, not a conflict
“Don’t let age become the barrier. Let it be the bridge. Encourage conversations, learn from each other, and build a culture that thrives because of its diversity, not in spite of it.”
Original Article: HRNews
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