24 Feb The Culture Corner | Managing a Multigenerational Team: Leading with Flexibility

Here in the Culture Corner, Shaara gives her expert advice on real-life workplace culture issues. Have a story worth sharing? Submit your situation with this form for a chance to get a response in the culture corner.

Issue:

I manage a team of diverse ages, and I’m wondering how to better lead this group cohesively when every age group seems to have a different approach to work. Gen Z is particularly challenging—there are often communication barriers, differing expectations around professionalism, and misunderstandings about accountability. How can I improve team dynamics while maintaining productivity?

Managing a multi-generational team effectively requires a people-centric approach. Each individual is unique, and what motivates one person may not resonate with another. Striking a balance between honoring these differences and ensuring team cohesion is key. A rigid, hierarchical approach can often stifle innovation, productivity, and agility — particularly when there is subconscious ageism at play.

While Gen Z is sometimes perceived as challenging to work with, remember that tenured workers tend to complain about every new generation that enters the workforce.  Gen Z often express feeling unheard, dismissed, or struggling to fit into traditional workplace structures. Addressing these concerns through curiosity rather than judgment fosters a culture of collaboration rather than conflict.

Key Takeaways for Managers:

Understand Individual Motivators:

Tools like CliftonStrengths or DiSC can help identify what motivates each team member and how they prefer to work.

Adopt a Curious Mindset:

Shift from judgment (“They’re unprofessional”) to curiosity (“What does professionalism mean in today’s context?”).

Prioritize Outcomes Over Processes:

If someone’s work ethic seems lacking, assess whether it’s a true issue or just a different way of working.

Embrace Communication Flexibility:

Some employees may prefer text over email or Slack — meet them where they are when possible.

Key Takeaways for Organizations:

Modernize Workplace Norms:

Embracing different work styles can keep your company culture dynamic and innovative.

Train Leaders in Adaptive Management:

Equip managers with the skills to personalize their leadership approach to different individuals.

Create a Culture of Psychological Safety:

Encourage open conversations about work expectations and feedback without fear of judgment.

Reassess Workplace Formalities:

Dress codes need to evolve with the times. Take a look to see if your dress code is outdated or whether some processes are unnecessarily complex? Adjusting these can help create a more inviting and relatable culture.

Key Takeaways for Employees:

Communicate with Your Manager:

If you feel unheard or struggle to fit in, initiate a conversation about expectations and workplace dynamics.

Be Open to Feedback:

Growth often comes from discomfort — learning to navigate feedback can be a powerful tool for professional development.

Clarify Your Priorities and Compromises:

Every job requires some level of adaptability. Determine which areas you’re willing to adjust and which are non-negotiable.

Assess Fit:

Workplaces evolve at different paces. If your values and work style significantly clash with your organization’s culture, it may be time to evaluate whether it’s the right environment for you.

By fostering open communication, embracing adaptability, and focusing on outcomes over rigid structures, managers and organizations can create workplaces where all generations thrive. Leadership today is not about enforcing a single way of working — it’s about creating an environment where every team member can contribute their best. to some outdated expectations. Organizations and managers will be better off evolving beyond these outdated biases and focusing on creating environments where all employees feel valued for what they contribute. 

For more information on managing multigenerational teams, adopting a curious mindset, and leading with flexibility amid rapidly changing times, read on in chapter 5 of The Conscious Workplace.

That’s all for now in the Culture Corner, but stay tuned for more advice to riveting real-life inquiries! If you have a story or question of your own, I’d love to hear from you (anonymously or not) — just fill out this short form!

Image Credit: The Silverene Group