Intergenerational Friendships at Work

Managers today are leading up to five generations at one time… which brings challenges and also opportunities...

Poorly managed generational differences between employees can be toxic, resulting in bias, negative attitudes, dysfunctional teas, and diminished performance. Well-managed generational diversity has the potential to create enormous benefits, from knowledge transfer and mentoring, to innovation and employee retention. The most valuable scenario is when genuine intergenerational friendships form. Once established, research shows, intergenerational friendships can provide a less judgmental or competitive relationship than employees may experience with coworkers of a similar age.

Writing in the Harvard Business Review, Megan Gerhardt, a professor at the Farmer School of Business at Miami University, suggests how managers can foster these relationships:
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• Dismantle stereotypes: Conduct an “assumption audit.” Have your team look for where they notice broad-based, age-related stereotypes in action (from themselves or others) and encourage them to respectfully bring awareness to them when they occur.
• Help suspend judgment: Different generations have different ways of looking at technology, communication, and even success. Encourage curiosity so different viewpoints may be shared.  
• Focus on reciprocal benefits: Encourage collaboration by calling attention to the unique contributions of team members of all ages,
• Mix it up:  Whether your employees work in the office or remotely, assess the potential for friendly and informal interaction. Create comfortable, communal work and community spaces that encourage connection.
• Emphasize shared purpose: Challenge team members to combine their experiences and ideas to help the organization tackle tough challenges in new ways.

Do you have friendships at work with people of other generations, and what do you get out of them? To join the conversation, click "comments" below. We'd love to hear about your experiences!

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