Turning Age Diversity Into a Strength: 4 Strategies
If you manage to bridge these gaps, it will make your organization more innovative, agile, and competitive.
“Multi-generational diversity (…) enriches the lives of employees in myriad ways. It fosters creativity, innovation, and problem-solving, making organizations inherently happier, more productive, and more competitive in their industries.” – SHRM
So here are strategies to bridge the generational gap and foster collaboration.
1. Promote Cross-Generational Collaboration
Create mentorship programs that pair younger employees with seasoned professionals for mentoring and reverse-mentoring initiatives. A 2025 report by KPMG shows these programs drive knowledge transfer and help groom future leaders.
2. Invest in Training
Focus on boosting emotional intelligence (EQ) so employees understand and respect each other’s unique backgrounds and experiences. Train your team to approach differences with curiosity instead of judgment to avoid age-based generalizations.
3. Empower Employees of All Ages to Grow into Leadership Roles
Research proves that diverse leadership benefits companies. Promote based on merit rather than seniority, ensuring leadership reflects a mix of fresh perspectives and seasoned wisdom.
4. Embrace Skills-Based Hiring
Move beyond traditional credentials and zero in on actual skills and experience. AI-driven hiring systems can cut bias and create a more inclusive hiring process, attracting top talent across every age group.
Are You Leading Every Generation Effectively? Take the Quiz.
Take our 5-Minute Multigenerational Leadership Assessment to identify your strengths and gaps in managing an age-diverse team. Get instant insights and actionable recommendations.
Why Leaders Struggle to Connect Across Generations
The leaders I talk to, most of whom are 50 plus, often struggle to get through to newer generations. And a ResumeBuilder.com survey revealed that 74% of managers and business leaders find younger employees more difficult to work with than their older colleagues.
What creates the gap?
Communication
First, communication preferences are different. 41% of millennials prefer electronic communication (instant messaging, text, and email). But older generations lean toward face-to-face or telephone interactions.
Work/Life Balance
Gen Z and millennials value flexible work arrangements like remote or hybrid roles. Three-quarters say they’d leave if forced back to a full-time on-site schedule. Older generations often view work as a central part of their identity. They’ve built careers in a culture that rewards long hours and on-site presence.
Workplace Stress
Nearly half of Gen Z (46%) and 39% of millennials report feeling stressed or anxious at work most of the time. They’re quick to call out outdated practices that contribute to burnout. Many older employees contend that workplace stress is simply part of the job, a reality they’ve learned to manage over decades. The older generation might see younger employees’ demand for mental well-being practices as a lack of resilience.
Empowerment & Management
Younger employees crave innovation and inclusivity and want to be active contributors to change. They don’t want to feel sidelined and push for input and feedback loops that empower them. In contrast, many older managers lean on established top-down structures and protocols. They believe age, hierarchy, and experience are vital for stability.
Digital Fluency & Technology Adoption
Younger employees are quick to embrace the latest digital tools and platforms. They often prefer mobile, collaborative, and cloud-based solutions. Their proficiency with traditional desktop software like Excel is often lacking. Older workers tend to stick with proven systems, wary of rapid tech shifts that disrupt their routine. This divide creates tension.
