DREIESKIVA​|Roald Kvam

For the first time in history, many organizations have four or even five generations working side by side. From Baby Boomers to Gen Z – and soon Gen Alpha – the workplace has become a diverse arena of experiences, expectations, and working styles. This presents a unique opportunity for innovation and resilience, but also requires awareness of differences to avoid friction.

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Generations in the workplace today

• Baby Boomers (born ~1946–1964)
  Experienced, loyal, and hardworking. They value stability, hierarchy, and dedication.
• Generation X (born ~1965–1980)
  Independent and pragmatic. Often the “bridge generation,” they balance skepticism with adaptability.
• Millennials / Generation Y (born ~1981–1996)
  Digital natives of the early era. They value purpose, feedback, and work-life balance.
• Generation Z (born ~1997–2012)
  True digital natives. They are fast learners, socially conscious, and entrepreneurial but may seek constant stimulation and rapid growth.
• (Emerging) Generation Alpha (born after 2012)
  Still years away from entering the workforce, but expected to be highly tech-immersed and globally connected.

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Strengths of a multigenerational workforce

1. Diversity of perspectives
   Each generation brings a unique lens. Boomers offer historical context, Gen X contributes pragmatism, Millennials bring collaboration and adaptability, and Gen Z drives digital fluency and innovation.
2. Knowledge sharing
   Cross-generational mentoring fosters learning in both directions. Younger employees share digital skills, while older employees pass on industry insights and leadership wisdom.
3. Resilience and adaptability
   A team composed of multiple generations can better handle crises and change. While one group leans on experience, another brings creativity and agility.
4. Broad market understanding
   Having employees who reflect different age demographics can improve customer understanding and product development.

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Key differences to be aware of

• Communication Styles
  Boomers often prefer formal, face-to-face communication, while Gen Z thrives on instant, digital communication. Misalignment here can create misunderstandings.
• Workplace Values
  Older generations may prioritize job security and hierarchy, while younger ones look for flexibility, purpose, and growth opportunities.
• Technology Use
  Digital fluency differs widely. While Millennials and Gen Z are comfortable with constant innovation, Boomers may prefer proven tools.
• Career Expectations
  Boomers and Gen X often value steady career progression, while younger generations may expect faster promotions and diverse experiences.

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Pitfalls to avoid

1. Stereotyping
   Assuming every individual fits the mold of their generation can alienate employees. Not all Millennials want beanbags and not all Boomers resist technology.
2. Exclusion
   Building initiatives that unintentionally favor one group (e.g., only digital communication or only in-person meetings) can create barriers.
3. Resistance to change
   Both older and younger employees can resist change – Boomers due to habit, and Gen Z due to lack of patience with slower processes.
4. Unequal recognition
   If only the “digital skills” of young employees or the “experience” of older employees are valued, the other contributions risk being overlooked.

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Best practices for building cross-generational teams

1. Create flexible structures
   Provide options in how work is done – hybrid models, multiple communication channels, and tailored development opportunities.
2. Promote mentorship – both ways
   Encourage reverse mentoring, where younger employees teach digital skills, while older ones provide industry insight and leadership coaching.
3. Focus on shared purpose
   Highlight company mission and values that cut across age groups. Everyone wants to feel they are contributing to something meaningful.
4. Encourage open communication
   Establish norms that respect both formal and informal styles, ensuring everyone feels heard.
5. Invest in training across ages
   Provide learning opportunities for all – whether it’s digital upskilling for senior staff or leadership training for younger employees.

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Multigenerational workplace: A strength to leverage

A multigenerational workplace is not a problem to solve but a strength to leverage. By recognizing both the differences and the shared goals of each generation, companies can create teams that are innovative, resilient, and inclusive.

When leaders focus on respect, flexibility, and shared purpose, they transform generational diversity from a potential source of conflict into one of the most powerful drivers of long-term success.

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