Today, companies face a formidable challenge: integrating a good intergenerational team in most of their areas.
This also represents a challenge for leadership, which must make them coexist in the same space.
In general, it is much more than the concurrence of several generations of talent, especially since each of them has different ways of relating, working and developing in the professional world.
At IZA Business Centers we want to share with you how to find a turning point, the benefits, how to manage up to 4 generations at the same time, and how to put them at the service of the entire organization.
What does it mean to have an intergenerational team?
Today, companies must adapt to a new environment in which communication, expectations and performance management, specifically of intergenerational teams, are the biggest challenges behind closed doors.
But what exactly does generational coexistence in companies entail? It involves the coexistence of 3 to 4 generations of human talent, each with its own way of thinking, acting and developing in the work environment.
However, they also represent an enriching and challenging opportunity to face changes and evolve together. In this regard, companies must promote work environments where everyone feels valued.
In this context, leaders must discover the strengths and areas of opportunity of each member. The purpose is to enhance each of them to achieve common and individual objectives.
By knowing the skills, abilities and needs of their intergenerational team, leaders can optimize how they manage their talent. They can also respond specifically to their ambitions and make them available to others.
In any case, companies list of telegram users in kuwait require a more innovative, daring and motivation-driven approach to generate effective generational links.
Likewise, providing equipped work spaces, flextime offices, coworking spaces and meeting rooms that adapt to the generational and company needs.
Benefits of having an intergenerational team
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Beyond any stereotype, companies and leaders of intergenerational teams must conceive them as an opportunity for enrichment and growth.
To do this, they must develop and exploit all the potential they can offer, regardless of the age of their employees. In addition, they must adapt to the real situation and the organizational context, in order to successfully manage diversity.
Relying on empathy and reverse mentoring is a good strategy to build from difference, without giving up the essence. Also, providing enriching work spaces like those we offer at IZA .