Imagine you’re the leader of a band. But not just any band. Your drummer still writes paper checks at the grocery store. Your bass player is a much-loved queen on Facebook with millions of followers. Your lead guitarist thinks email is for Boomers. One of your backup singers uses TikTok as a search engine, and a couple of roadies have never known a world without Wi-Fi.

Welcome to today’s workplace.  

Today’s leaders aren’t just managing teams; they’re managing five different generations of people at the same time. And anybody who thinks juggling all these different working styles, personal and professional values, and communication habits is easy, should think again.  

It’s not unlike trying to host a meal where all your guests are on different diets…keto, vegan, paleo, low-carb, Mediterranean, Atkins…you name it. Mess it up, and you’ve got tension, dissatisfaction, and a team that feels more like they work for a bad wedding planner than a well-oiled machine.  

But get it right, and this multigenerational team mash-up can be your company’s secret weapon.  

The ability to lead different generations matters more than you think   

As someone who has spent 20 years in talent recruiting and helping companies build solid teams, I’ve seen it firsthand. Companies that embrace generational diversity aren’t just better places to work. They win. They innovate faster, attract better people, and build strong cultures that last.  

Today’s leaders and managers need to know how to manage multigenerational teams. Doing this requires understanding the different motivations, expectations, operating styles, and communication styles and preferences of each generation. Leaders who don’t make this important effort struggle to connect with, retain, and grow their workforces. Here are the risks of ignoring this reality:  

• Miscommunication: What one generation sees as constructive feedback, another might interpret as, “You hate me and want me to quit.” Know how each generation differs. 

• Missed innovation: Without cross-generational collaboration, you miss the chance for fresh ideas and wisdom to coalesce toward advancement.   

• Turnover: If people feel misunderstood, undervalued, or judged, they’ll disengage or leave. To lead teams with workers of all ages, recognize changing workplace demands and adjust how people are treated and managed.  

The five generations in today’s workforce  

Here’s the cast of characters who today’s organizations are working with:    

Each group brings something powerful to the table, and it is the job of today’s leaders and managers to recognize, utilize, and reward everyone’s contributions to the team. 

5 ways to lead a five-generation team  

1. Customize communications like a pro 

Each group in a multigenerational workforce has preferred channels or methods of communication:   

• Traditionalists? Formal memos or face-to-face chats 

• Baby Boomers? Emails and in-person meetings  

• Gen X? Quick, efficient texts (don’t call unless someone is dying)  

• Millennials? Slack, Teams, and emojis (the fire emoji is mandatory) 

• Gen Z? Voice notes, DMs (private messaging), memes   

I worked with a pharmaceutical company where a Gen Z sales rep kept missing key client follow-ups after meetings. Leadership thought the issue was a lack of urgency, but after digging in, it turned out that this sales rep felt formal follow-up emails were overkill. He was used to instant communication, like texting or messaging through LinkedIn. He also assumed if a client needed something, they’d reach out.  

Meanwhile, clients were waiting days for professional email recaps, and deals were stalling. The company fixed it fast by training younger reps on how traditional relationship-building still matters in sales, where trust, professionalism, and timely communications win business. At the same time, the company took a page from Gen Z’s book and streamlined some of their internal communication processes by blending speed and professionalism.  

The point is, if organizations don’t take time to understand and coach different generations on how to fulfill client and business expectations, the best-intentioned employees can accidentally hurt the brand without even knowing it.

2. Build bridges, not silos 

A work environment where Boomers stay on one side of the room and Gen Zers huddle on the other is doomed. It’s important to recognize today that mentorship works in both directions to dissolve potential biases and nurture remarkable teamwork between different age groups.  

Here’s an initiative you can take to get the most out of your multigenerational workforce: 

Reverse mentoring works magic: Let younger-generation employees teach their older colleagues about tech, trends, and fresh thinking, and let employees in older age groups teach their younger counterparts about business fundamentals, leadership traits, and patience.  

One client I supported had a team of brilliant older engineers and a new Gen Z hire who was a whiz at coding and AI tools. We paired them up in a knowledge-sharing program. The engineers started using automation to save many work hours per week – and the Gen Z coder learned how to explain things in a more professional manner. Advancement and problem-solving got a whole lot easier and faster. 

3. Flexibility isn’t a perk – it’s a standard 

Different generations crave different work styles and work arrangements:   

• Boomers want structure.  

• Gen X loves independence.  

• Millennials and Gen Z want flexibility like they want air.  

When and where possible, offer flexible hours, remote or hybrid work options, and project-based goals. Without work-life balance, you’ll watch members of your younger generations vanish.  

4. Make recognition personal 

How you acknowledge or celebrate wins matters:   

• Traditionalists prefer formal recognition (think plaques, ceremonies).  

• Boomers enjoy public praise.  

• Gen X likes a sincere thank-you without all the fanfare.  

• Millennials love instant shout-outs and growth opportunities.  

• Gen Zers want visibility and autonomy.  

Know your employees. Recognition is only meaningful when it lands right.  

5. Create a shared vision they can all buy into 

Across every generation, people want to feel like they matter. You can build such a culture and increase employee retention rates by tying their work to something bigger than KPIs and quarterly goals – something that’s meaningful to them personally. How do you know what that is?  

Start by asking team members a few questions – and be sure to act on their answers, because this will help foster their belief in and support of your mission and goals. Here are some great questions to ask:  

• What impact do you want to have here?  

• What does success mean to you personally?  

• How can leadership better support your professional development and growth?  

When your team sees that you respect their individual differences and professional aspirations – and connect them to a shared mission – you will turn a mixed-genre garage band into a Grammy-winning team.  

Lead your band to the top of the charts  

Managing generational differences isn’t about getting everyone to think and act the same. It’s about understanding and tapping into their differences and strengths. It takes self-awareness, communication, patience, and a little humor (and sometimes, a LOT of coffee).  

When you lean in and lead with understanding, you will unlock an insane amount of creativity, resilience, and loyalty inside your team.  

Need help building and leading a team that spans every generation? I’ve been helping companies build great teams for 20 years. Let’s talk. Connect with me here.