For the first time in history, some workplaces have 5 (and sometimes 6) generations working together. Each generation — traditionalists, baby boomers, Gen X, millennials and Gen Z — brings different experiences, mindsets and expectations to the workplace. This unique blend of varying perspectives and skills can benefit not only your promo company, but your clients, too.

Sales teams, especially, can benefit from several generations working together. Each team member can leverage the group’s collective knowledge to better navigate sales conversations and tailor their approach to different demographics.

With many workplaces more age-diverse than ever before, Rachel Grail, a leadership and coaching expert, says leaders must understand how to cultivate their generationally diverse teams. We share her guidance in this issue of PromoPro Daily.

  1. Adapt productivity measurements. Decades ago, productivity was measured in output per labor hour. Things have changed, especially in knowledge-based industries. With productivity more challenging to quantify, Grail says companies started looking at value-added activities rather than just output. Today, the landscape has changed even more with tools like AI and business intelligence software. What does this mean for multigenerational teams? According to Grail, leaders should identify the right tools for their company and bring them to all employees.

  2. Understand what motivates different generations. To effectively lead an age-diverse team, leaders need to know what their team members value most. For example, the most experienced employees may value a more formal approach to work, while millennials may prefer more work flexibility. Grail says that when leaders understand generational values, they can lead their teams more comprehensively.

  3. Accommodate varying preferences. Leading a multigenerational team isn’t a zero-sum game where you only accommodate one generation’s preferences and biases, Grail says. Approach everyone respectfully and stay curious. You don’t want your own assumptions or biases to impact the way you lead. Grail also recommends setting clear expectations around work etiquette, including attire and digital meeting behavior.

An age-diverse team is well-equipped to think creatively and cater to a wider range of client needs. Make the most of your generationally diverse team by rethinking your productivity metrics, getting to know each generation’s preferences and then doing what you can to accommodate those preferences. When you show that everyone at the table has a voice, you can build a thriving inter-generational team.

Compiled by Audrey Sellers
Source: Rachael Grail is a senior consultant at Interaction Associates, a leading provider of training and consulting services for building a collaborative leadership culture. She’s an experienced facilitator and coach.