With Gen Z entering the workforce, there can now be at best four different generations in a company. These age differences usually bring challenges: people of different ages have different needs, motivations and ways of working. Nevertheless, studies have shown that companies that master the handling of mixed-age teams operate more innovatively, efficiently and creatively. Therefore, cross-generational leadership is seen as an essential success factor for companies.

Find out below which generations there are and how to make it possible for them to work successfully together.

Boomers, Millennials and Digital Natives – The Generations at a Glance

Baby boomers (1946 – 1964) 

The baby boomers are a generation born between 1946 and 1964, during the period of economic boom after the Second World War. They are marked by a time of social change, political activism and cultural revolutions such as the civil rights movement and the sexual revolution. The baby boomers are a large generation that had a significant impact on the population structure due to their high birth rate decline. They were raised with the advent of television, mass-produced cars and technological advances during a time of economic prosperity. Education was a core value for many baby boomers and they benefited from wider access to educational opportunities. Baby boomers also lived through the height of the Cold War and faced fears of nuclear war and political instability in their youth. Many baby boomers were also pioneers of the feminist movement and fought for equality and women's rights. 

They were also the generation that witnessed how computing and later the internet penetrated everyday (work) life, which influenced their skills in technology. In terms of work and career, many baby boomers were motivated to succeed and reach high positions in companies. Today, a large part of the baby boomers are already in the retirement phase and have a significant impact on the pension and health care systems in many countries. 

Generation X (1965 – 1979) 

Generation X involves people born in the period between the late 1960s and early 1980s. They are the first generation to grow up with the proliferation of technologies such as video games, tape recorders and computers. Known for their independence and self-reliance, Generation X has often been referred to as the "lost generation". They experienced political and economic uncertainties, including the oil crisis and the Cold War. This generation showed an increased interest in education and strived for academic success to enhance their career opportunities. Generation X was also characterised by a desire for work-life balance and a greater focus on family and personal freedom. They pioneered the technology revolution and experienced the transition from analogue to digital. This generation is characterised by a pragmatic approach and a certain scepticism towards authority and institutions. In terms of work, they are known for their adaptability and ability to succeed in different industries and companies. Today, Generation X is in midlife but continues to play an important role in the world of work and society. 

Generation Y (1980 – 1995) 

Generation Y, also known as Millennials, typically includes people born between the early 1980s and late 1990s. They are the first generation to grow up with the internet and digital technology and are therefore tech-savvy and connected. Generation Y is characterised by its diversity and openness to different cultures, lifestyles and ideas. They place great value on work-life balance and seek professional fulfilment as well as a positive social contribution. Education is of great importance to Generation Y and many of them aspire to higher degrees. This generation is strongly influenced by globalisation and the growing awareness of environmental issues. Generation Y is also known for their tendency to use social media and create digital communities. In terms of work, they prefer flexibility, creative tasks and opportunities for personal development. They are the drivers of entrepreneurship and start-up culture as they strive for independence and innovative solutions. Generation Y is now the focus of attention for companies as they have a high demand for personalised and meaningful work and make up a significant part of the workforce. 

Generation Z (1996 – 2010) 

Generation Z, also known as zoomers, typically includes people born from the mid-1990s to the early 2010s. They are the first generation to grow up with modern technology such as smartphones, social media and streaming services from childhood. Generation Z is known for their digital media skills and their ability to find and process information quickly. They are a very diverse generation that is committed to social justice, equality and environmental awareness. Generation Z is creative, innovative and often pursues independent career paths. They are shaped by economic uncertainties and an unstable world situation, including global crises and terrorism. Generation Z values individuality and authenticity and questions traditional norms and gender roles. They use social media and digital platforms extensively to express themselves, share information and maintain social connections. In terms of education, they seek hands-on learning opportunities and strive for professional diversity and flexibility. Generation Z has the potential to be a significant force for social and technological progress and positive change in society. 

Intergenerational differences 

These descriptions of the different generations already show very clearly how different the individual characters must be, in addition to the sometimes large age difference. While some feel comfortable in clear, hierarchically ordered structures, others can only develop in more open societies. Some generations are loyal to their employer and remain loyal to it - despite dissatisfactions - for many years, while the younger generations are more flexible and like to change employers according to their advantages. Finally, some prefer to work very independently and for themselves, while others need permanent confirmation and feedback. 

An intergenerational corporate culture is needed! 

An intergenerational culture refers to an organisational culture or social atmosphere that emphasises and promotes the value and inclusion of people of different ages. It is a culture that recognises and values the diversity of generations by creating an inclusive and respectful environment where all generations are equally valued. 

Different perspectives, experiences and skills of different generations are recognised and utilised. It is about creating synergies between generations and nurturing the potential of each individual. Such a culture enables the exchange of knowledge, skills and ideas between generations and thus promotes holistic development and cooperation. 

An intergenerational culture can be fostered in companies. It helps create an inclusive environment where people of all ages can support each other, learn from each other and succeed together. Such a culture can foster innovation, creativity and efficiency as it brings together different perspectives and ways of thinking and leads to more comprehensive problem solving. 

How do you create an intergenerational corporate culture? 

1. Create awareness: Raise awareness among managers and employees about the importance of an intergenerational culture and the benefits it brings. 
2. Promote open communication: Create an open dialogue between generations where ideas, opinions and experiences can be shared. Create space for regular exchange and mutual learning. 
3. Establish mentorship programs: Implement mentorship programs where experienced staff can pass on their knowledge and experience to younger colleagues. This promotes knowledge transfer and relationship building between generations. 
4. Support teamwork and collaboration: Encourage teamwork and collaboration across all age groups. Mix teams of different generations to enable the sharing of perspectives and the building of synergies. 
5. Enable flexibility: Create flexible working models that meet the different needs and working styles of different generations. This may include, for example, flexible working hours, remote working or part-time opportunities. 
6. Encourage training and development: Offer continuous training opportunities that are aligned with the different learning needs and styles of the different generations. Encourage employees to support each other and share their knowledge. 
7. Emphasise diversity and inclusion: Create a company culture that promotes diversity and inclusion. Value employees' individual differences and experiences and create an environment where everyone feels equally accepted and respected. 
8. Build intergenerational teams: ensure that teams of different generations are assembled to bring in different perspectives and skills. Run intergenerational projects to strengthen cohesion and understanding. 
9. Recognition and reward: Recognise achievements and successes regardless of age. Ensure that recognition and rewards are based on merit and not age or generation. 
10. Set example from the top: Leaders should serve as role models by demonstrating an intergenerational mindset and embodying the values of an intergenerational culture.
    

By implementing these steps, you can create an intergenerational culture that values and leverages generational diversity to foster a successful and harmonious work environment.