It is no secret that the global workforce has also become a multigenerational workforce. Countries like Japan, Singapore, and China have aging populations. Indonesia and India are seeing rapid growth in younger populations. In Canada, France, Germany, Italy, the United Kingdom, and the United States, roughly 25% of the workforce will be over the age of 55 by 2031. Generational differences at work are now part of the norm. What does this mean for leading diverse teams globally, particularly when we take into consideration multiple generations across multiple cultures?
Studies have shown that implementing intergenerationally inclusive practices across your global teams means significant improvements in productivity and innovation, particularly among younger employees. Diversity of generations in the workplace offers a chance to leverage unique perspectives, preferences, and expectations. According to a 2024 global report by the London School of Economics, 87% of employees self-report higher productivity, higher job satisfaction, and more loyalty in intergenerationally-inclusive work practices, compared to just 58% of employees from firms without these practices.
Here are 5 multigenerational leadership strategies that we recommend for global team leaders:
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Learning & Development Strategy Should Take Into Account Working Style Differences
When it comes to differences in generational expectations and in terms of country of origin, it is important to leverage individual strengths and working styles. At RW3 CultureWizard, we do this by using a blended learning approach, which accommodates different types of learning styles based on individual working styles, rather than broad generalizations.
For example, some team members are more comfortable with face-to-face interaction, and therefore, in-person workshops can be very impactful. Others who prefer independence can opt for interactive exercises and self-paced online courses for their learning and development. It’s important to offer multiple access points.
- Integrate Change Thoughtfully
While some of your team members will be optimistic about AI’s potential, they may overestimate their proficiency. At the same time, you may have team members who are wary of AI encroaching on their responsibilities. require personalized training that speaks to their experience with technology.
One way to mitigate issues across the spectrum of technological proficiency is to offer adoption timelines that allow for varied learning curves, inclusive of processes and policies that support the transitions. Since some cultures are more change averse than others, it is important to provide opportunities for questions, training, and self-paced practice.
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Knowledge Transfers Should Consider Expectations of Hierarchy
Companies across Asia are placing increased emphasis on continuous learning as a crucial strategy for managing multigenerational teams effectively. In cultures where hierarchy is valued, particularly among older generations, encourage mentorship relationships and opportunities.
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Normalize Differences in Communication
What is the most effective means of communication for people with indirect and more contextualized working styles, and how do we bridge this gap with more direct, transactional means of communication?
Luckily, we have a variety of communication channels at our disposal, and all of these should be utilized - from town hall meetings to instant-messaging, chatbots, and in-person lunch-and-learns. We recommend setting a collective set of ground rules for ways to communicate across various platforms, as well as “translation guides” for common miscommunications.
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Incentive Programs Should Be Driven By What Actually Motivates Your People
When you have teams from cultures that value the collective, and where elders are respected, flexible work is a benefit that will work for employees of all ages. This might include remote or hybrid work, compressed schedules, and variable schedules to meet personal or family needs or accommodate health appointments.
Individuals who value relationships and face-to-face interaction will more likely be motivated by team-building exercises and projects that promote socializing with their colleagues. Understanding what motivates your employees is key to establishing norms that work across cultures and generations.
Leading diverse teams globally requires a closer look at the ways in which our work styles vary, for the betterment of the team. Tools like RW3 CultureWizard’s Culture Calculator Suite and our Team Profile analysis can identify the breadth of differences in working styles that individuals on your team excel in, regardless of age, culture, or title. By managing cross-generational teams with intention and inclusivity, we can foster a more consistent culture of collaboration and high performance. Get access to both tools by speaking to one of our consultants.
