Currently, companies face the great challenge of building a corporate culture capable of including and connecting with people of different generations. 

With millennials as the current workforce, companies have had to evolve to understand and adapt to the different ways of working and needs of a generation that coexists with a very different one: generation x. Added to this equation is the challenge of generation z: a segment with its own ideals, ways of working and expectations. 

According to a survey conducted by consulting firm Deloitte, 75% of millennials believe their skills and experiences could be improved by working with baby boomers and other older members of the workforce. And there lies the magic: each generation has its own potentials, experiences and capabilities that can nourish the common goal of a team and provide feedback to the other members, regardless of the generation.

For this, it is important that companies work to achieve an inclusive and diversified culture capable of creating spaces for intergenerational communication, connection, exchange and training. And this is where #developmentnonstop comes in.

The main challenges of multigenerational teams for companies

Without a doubt, the coexistence of different generations in the same team brings to the table some challenges that we must take into account before we get to work. Some of them are: 

• Communication: Different generations can have very different ways of communicating, so it is important for companies to ensure there is an effective communication channel for all team members. For example, millennials may prefer communication through digital media, while baby boomers may opt for face-to-face communication.

• Differences at work: Each generation may have different expectations when it comes to their work. For example, baby boomers may value dedication and commitment, while millennials favor flexibility and work-life balance.

• Talent management: Different generations may have different skills and development needs. Companies must be able to identify these skills and needs and offer appropriate development programs for each team member.

• Leadership styles: Different generations may have different expectations for your leadership and management style. Companies must work on a common leadership model capable of connecting with all work teams.

Non-stop development as a lever for the evolution of multigenerational teams

To foster a culture of collaboration and growth, companies can create spaces for exchange and collaborative learning that enhance collective intelligence and take advantage of the organization's internal talents. 

Therefore, today we want to share with you some examples of experiences that will allow us to explore the potential of multigenerational teams: 

• Mentoring and reverse mentoring: This practice consists of a program by which a more experienced collaborator is paired with a more junior one so that the latter can learn from the experiences of the former. In reverse mentoring, it is the younger collaborator who transmits his knowledge and skills to the more experienced one. Approaching mentoring from different streams not only encourages learning, but also helps build relationships of trust between people of different generations and identify opportunities and roles within teams. 

• Co-creation spaces and roadmap towards a shared culture: These activities allow talent from different generations to collaborate on projects, share ideas and work together to achieve a common goal. Co-creation spaces and roadmaps towards a shared culture encourage collaboration and mutual understanding, while helping people feel valued and committed to the company. And when it is developed involving teams from a multigenerational perspective, we find out that there are meeting points and that we can reach a common objective shared by all generations. 

• Training and development programs: Training and development programs from a multigenerational perspective are a way to promote learning and growth within the company. By offering training opportunities to employees of different generations, companies can ensure that they are providing their workforce with the skills and knowledge necessary to stay current in their field and meet company objectives.

• Leadership programs: leadership models They are changing and it is undoubtedly essential to evolve towards new models that have a multigenerational impact. In this sense, it is important to commit to generating development spaces aimed at changes in the internal leadership model and style. On the one hand, dynamics that invite you to define what type of leadership is necessary in your company, to land it in a concrete skills development plan. On the other hand, programs aimed at developing the skills of the new leader.

In summary, the diversity of generations within companies can be a source of power and growth, as long as an inclusive culture is fostered and spaces for learning and collaboration are created. Companies must strive to understand the differences between generations and work toward a common goal that benefits everyone. 

If you want to know how the #developmentnonstop can help you enhance the strength of multigenerational teams, get in touch! 

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