How to Lead a Multigenerational Team (and Why It’s a Huge Opportunity)
In this post we get curious about the challenges and opportunities when you are leading a multigenerational team. In our podcast episode “How do you lead multigenerational teams?”, we discovered something both fascinating and challenging: for the first time in history, five generations are working together. From the Silent Generation (or Traditionalists) all the way to Gen Z, the workforce has never been this age-diverse.
If that sounds overwhelming, you’re not alone! Yet beyond the obvious challenges like contrasting communication styles and differing values, there’s also massive potential for innovation and creativity. Below is an expanded look at our conversation, complete with tips on how to make the most of your multigenerational team. Listen to the podcast episode for the full conversation.
Why Five Generations in the Workforce Is a First
Over the past century, longer life expectancies and delayed retirements have merged with an influx of younger workers entering a radically changing world. The result? Up to five generations (Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z) could be sitting around the same conference table. That’s five distinct sets of:
Life experiences – post-war booms, economic recessions, the digital revolution, and global pandemics.
Communication habits – from handwritten letters to face-to-face meetings, emails, Slack, and text messages.
Motivations – job security, work-life balance, personal development, social impact… the list goes on.
It’s no wonder there’s friction. But leaders who learn to harness these differences can unlock next-level collaboration and a wider range of perspectives than ever before.
The Challenges: Why Friction Happens
Different Communication Styles
Some employees prefer phone calls or in-person check-ins, while others rely on text, instant messaging, or email.
Miscommunication can happen if leaders assume one-size-fits-all.
Varied Work-Life Expectations
Baby Boomers might see long hours as a badge of honor and measure success by “time in the office.”
Millennials and Gen Z often prioritize work-life balance and flexible schedules—remote or hybrid arrangements.
Contrasting Values and Goals
Baby Boomers might prioritize loyalty, job security, and efficiency above all else.
Gen Z may focus on social impact, belonging, and mental wellness.
Stereotypes and Bias
Younger employees can feel “talked down to” or not taken seriously.
Older employees may feel sidelined or criticized for being “too old-school” or not tech-savvy enough.
Why It’s Actually a Huge Opportunity
Despite the obvious hurdles, multigenerational teams can be powerful:
Diverse Perspectives – Different life stages, historical contexts, and cultural references mean you have a richer pool of ideas.
Innovation & Creativity – When people with varied backgrounds tackle a problem, you’re more likely to discover fresh, game-changing solutions.
Reverse Mentoring – Knowledge exchange flows both ways; more experienced workers share industry and institutional know-how, while younger colleagues contribute digital fluency and new cultural insights.
Tips for Leading a Multigenerational Team
1. Define a Shared Goal or Mission
The best place to start is common ground. A unifying purpose—whether it’s launching a new product or improving customer satisfaction—helps employees of all ages see beyond generational differences. Make sure the team understands why this goal matters and how each person’s contributions tie into the bigger picture.
Try This:
Kick off new projects with a session that outlines the “why” behind your goal. Ask each team member (regardless of age) to share what motivates them. This fosters empathy and mutual understanding.
2. Try Out a Culture of Reverse Mentoring
Traditionally, mentoring meant senior employees guiding junior employees. But “reverse mentoring” flips the script, creating two-way learning:
Senior employees: Teach industry context, customer relationships, company history, and leadership lessons.
Younger employees: Bring fresh eyes on technology, digital communication tools, emerging social trends, and new ways of thinking.
Try This:
Pair a tech-savvy Gen Z worker with a veteran Boomer for a project. Watch both develop new skills and deeper respect for each other. Make “mentorship” part of the culture, not a one-off program.
3. Communicate with Empathy (and Adapt Your Medium)
Effective leaders know communication is not “one-size-fits-all.” A quick text might be fine for your Millennial teammate but feel impersonal to a Silent Generation colleague. Instead:
Ask Preferences: Find out each person’s ideal communication channels.
Use Multiple Formats: Important updates might go out via email and a quick in-person or video huddle.
Stay Authentic: Don’t force a method that feels unnatural to you—but respect the styles of others on your team.
Try This:
During 1:1s, simply ask, “What’s the best way for me to keep you in the loop on X or Y?” Incorporate both digital collaboration tools (Slack, MS Teams) and occasional face-to-face or phone conversations.
4. Emphasize “Person First” Coaching
Generational stereotypes are helpful in understanding broad trends, but no one fits neatly into a box. Ultimately, the best leaders coach the individual, not the label.
Check Your Assumptions: Don’t assume a Gen Z new hire is automatically tech-savvy or that a Baby Boomer won’t embrace new software.
Identify Individual Strengths: Ask questions like, “What do you enjoy learning or doing most in your role?”
Offer Tailored Development: Maybe a mid-career Gen X team member wants leadership training, while a Baby Boomer might need flexible scheduling to support family commitments.
Try This:
During performance reviews, focus on personal goals and aspirations. Link these to the team’s big objectives. Make sure each person sees how their growth pathway aligns with the organization’s success.
5. Celebrate Wins and Bridge Generational Gaps
Acknowledge the wins that come from diverse collaboration—like the tech-savvy Gen Zer who helps streamline an internal process and the veteran Baby Boomer who spots a crucial risk early thanks to decades of experience. Publicly celebrating these moments underscores how different perspectives make the team stronger.
Try This:
Create cross-functional, cross-generational teams for short “sprint” projects. Host informal gatherings or “show-and-tell” sessions where people can share personal hobbies, passions, or lessons learned.
Bringing It All Together
Leading a team with five generations under one roof might be uncharted territory, but it’s also a tremendous advantage—if approached with empathy, openness, and a genuine desire to learn from every individual. By defining a unifying mission, encouraging reverse mentoring, tailoring communication, and seeing each team member as a person first (not a birth year), you can harness a truly unparalleled range of perspectives.
Listen to the Full Podcast Episode
We dive deeper into real-life examples of multigenerational collaboration—along with more tips on bridging communication gaps and aligning everyone around common goals. Tune into episode six of The Undefined Leader to hear:
Why micro-retirements (and delayed retirements) are reshaping workforce demographics
How empathy and emotional intelligence become superpowers in a multigenerational team
Practical ways to implement reverse mentoring in your workplace
Don’t forget to subscribe or follow us on Instagram (@undefinedleader) for more insights, behind-the-scenes content, and resources like the infographic we mentioned in the episode. Have questions or your own stories about leading multiple generations? Drop us a comment or DM—we’d love to hear from you!
Remember: Age diversity isn’t a hurdle to overcome—it’s a powerful resource to unlock.
