Intergenerational Collaboration

Intergenerational diversity in the workplace is positively associated with higher employee engagement, lower turnover and greater job satisfaction.

At the same time, generational differences are often portrayed in the media as rigid indicators of values—suggesting that if you were born in a certain period, you must think and value things in a specific way. Research shows that many perceived generational differences are better explained by developmental stages, and that differences within generational groups are often greater than those between generations. In other words, individual characteristics are far more important in shaping values than generational labels.

Our brains often rely on shortcuts and group-based assumptions—“they’re just like that”—but it is far more accurate to view each person as an individual, regardless of group affiliation.

Each person belongs to many groups, not only generational but also gender, national and cultural groups. While group-based assumptions may be easier, they are often inaccurate and based on cognitive shortcuts.

Such assumptions also overlook similarities between groups. Across generations, shared values include the search for meaning and purpose, the need for belonging and security, the desire for growth and progress, and the aspiration for prosperity.

Mutual respect—despite differences in age, gender and other characteristics—enhances personal wellbeing, creativity and innovation, and fosters freedom of expression at an individual level.

In summary, age differences do not automatically imply value differences. Even when value differences exist, the way we approach them matters. Recognising diversity as a source of richness leads to better collaboration and greater wellbeing, both individually and organisationally.

If you would like to learn how to strengthen intergenerational collaboration in your work environment, contact us at prava.formula@pravaformula.hr.