Baby boomers meet Gen Z: How to turn intergenerational collaboration into a strength for your company
Baby boomers versus Gen Z. An irresolvable conflict? Nonsense! Intergenerational collaboration offers enormous potential, provided companies think boldly and modernly.
While some still begin their emails formally with “Dear Sir or Madam,” others quickly send an emoji via Teams. Ambitious baby boomers value security, presence, and structure in the company, while Gen Z, often unfairly labeled as work-shy, seeks flexibility, meaning, and self-fulfillment in their jobs. No wonder many managers sigh: “It just doesn’t fit together.” Be honest: who hasn’t heard these phrases?
“These young people have no work ethic!”
“These old people have no idea about modern life!”
Stop! That’s not true!
In my work as an interim manager and management consultant, I always emphasize that generational diversity in departments is not a burden, but a clear competitive advantage. Be happy about it! However, this requires that you actively want to develop your work culture within the company.
Companies that leverage the differences between generations gain more than just efficiency.
They become fit for the future.
Companies that successfully integrate employees from both generations have a more productive, creative, and resilient team.
Here are four concrete strategies for implementing a culture of intergenerational cooperation in your company.
1. Stop judging each other
Statements such as “Young people don’t want to work” or “Older people aren’t open to new ideas” are symptoms of a deeper problem: a lack of mutual respect. Prejudices are quick to express, but rarely helpful.
Baby boomers and Gen Z are different.
But they have something in common: they want to do a good job.
Just in different ways.
How to make intergenerational collaboration work in your company
Respect instead of role stereotypes! Internal mentoring programs, reverse mentoring, and intergenerational project teams foster mutual understanding. And that is precisely what you need to unlock potential in your company. Encouraging dialogue between employees opens up new perspectives that benefit everyone. Create understanding instead of misunderstandings!
Focus on:
- Mentoring programs in both directions (“reverse mentoring”)
- Joint projects with mixed teams
- Internal formats for exchanging experiences
2. See flexible working models as an opportunity
Working from home, flexitime, remote projects: for many baby boomers, this feels like a loss of control. For Generation Z, on the other hand, it is the norm. Future-proof companies need clear goals and trust instead of rigid guidelines.
Leadership must be able to let go without losing direction. This creates a framework in which the experience of baby boomers and the digital competence of Gen Z complement each other perfectly. Flexibility becomes a bridge rather than a divide.
Properly designed flexibility in companies leads to greater motivation and productivity across ALL age groups.
Focus on:
- Klare Zielvereinbarungen statt starrer Arbeitszeiten
- Trust instead of micromanagement
- Individual leeway within clear guidelines
3. Organize your internal communication
Some people prefer meetings and emails, while others use voice messages and Slack. Older employees prefer formal discussions, while younger ones rely on speed and digital tools. Different communication styles often cause frustration within the company. But keep in mind:
The type of communication differs between generations, but not the willingness to communicate!
Communication is not an end in itself. It is the glue that binds generations together. A consciously chosen mix of communication methods within the company creates commitment, not chaos. Rely on tools that reach everyone. And hold regular exchange rounds that create space for misunderstandings and their resolution.
Specifically, this means:
- Use digital tools (e.g., MS Teams, Slack), but communicate expectations clearly
- Consciously address essential topics in face-to-face meetings
- Establish regular feedback sessions for everyone
4. Create shared values
What do both generations want? Stability, security, and appreciation. Just to different degrees. While baby boomers rely on tried-and-tested structures, Gen Z strives for self-fulfillment. Security, meaning, and belonging are topics that are relevant across generations. Keep in mind that baby boomers and Gen Z often have similar needs, but express them differently.
Instead of emphasizing differences between the generations, shared values must be clearly identified and anchored in the corporate culture.
A successful company always needs both: experience and fresh ideas, tradition and innovation. Cross-generational teams with common goals not only promote cohesion, but also identification with the company.
A clearly formulated set of values acts as an anchor for all age groups. This is particularly helpful in times of change. Values create connection when they are actively lived.
What you can do:
- Reflect on and further develop corporate values together with teams
- Formulate goals and mission statements in such a way that they appeal to all generations
- Leave room for individual identification
Conclusion: Successful collaboration between generations is not a question of age, but of willingness and attitude
Or, as the philosopher Immanuel Kant put it:
“I can because I want what I must.”
Instead of pitting baby boomers against Gen Z, it is time to work together to build a strong corporate culture. Or, to put it bluntly: Stop complaining, start cooperating, and think about your company, not just yourselves!
I support companies in overcoming these hurdles. As a consultant, sparring partner, and bridge builder, I help people who have more in common than divides them. Generational diversity is not a trend, but a reality. Companies that actively shape it will continue to be successful in the future.
Conflict between baby boomers and Gen Z? Not with us.
Finding new ways together.
Thinking boldly. Daring to change.
Alexander d‘Huc
