Bringing together different age cohorts fosters a shared sense of purpose in a company — as well as better business outcomes.
In a recent conversation with the HR leader of a Midwestern U.S.–based financial services company, she told us that older employees were confounded by the views and behaviors of Millennial and Gen Z employees, such as their insistence on remote working, “fickle” work styles, and unbridled honesty when work wasn’t going their way.
Based on our combined decades of academic and applied research as well as our hands-on experience inside and advising some of the world’s most progressive companies, we’ve learned that bringing together different age cohorts fosters a shared sense of purpose in a company, as well as better business outcomes. Companies that
Here are three approaches that help people not only see the value in age differences, but also use that diversity to boost employee retention and productivity, innovate more consistently, and deepen customer relationships.underscored the renewed importance of purpose . More often than not, you’ll hear responses like “family,” or “a sense of personal and professional growth,” and “making the world a better place.” This shifts into a conversation about how these priorities can be supported at work, helping people across generations feel heard and more engaged — a prerequisite to staying with the company and being a productive contributor. Highly meaningful work
To make sure age-related differences continue to be leveraged, we recommend that a director or senior manager assign the most trusted person on the team to be the project’s coordinator. Their responsibility is to understand each person’s potential and see that it’s brought to bear. This means comparing reality to expectations, and when there’s a gap, figuring out why.
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