Unlocking High-Performing, Multi-Generational Teams

In the late Fall of 2025, I spoke at a professional development conference for the Project Management Institute local chapter. 

As I reviewed the topic, I identified some good takeaways for all of us in the business arena. Most of us face multi-generational teams. Here are some specific strategies for promoting cross-generational collaboration, learning, and inclusive work environments that revolve around building relationships, tailoring approaches to individual needs, and fostering structured opportunities for interaction and knowledge transfer.

The goal of managing the generation gap is not just resolving conflict but recognizing the unique strengths each generation brings and fostering a culture of collaboration. Rather than relying on stereotypes or non-scientific definitions of generational labels, effective leaders focus on the individual. Here are 6 things to consider when building a multi-generational team:

  • Prioritize Knowing Individuals: Leaders should prioritize getting to know their employees on a personal level, regardless of their age or position, as the heart of leadership is relationships.
  • Avoid Biases: Do not let non-scientific definitions define biases; instead, get to know individuals, not stereotypes. Leaders should see their team members as individuals with unique preferences, skills, and backgrounds.
  • Build Trust: Make building relationships and checking in with your team a regular part of your schedule. This practice builds trust and creates stronger, healthier teams.
  • One-on-One Check-Ins: Take time each week to meet one-on-one with employees, paying special attention to their unique skills, backgrounds, and personalities. This can lead to understanding upskilling needs of each employee.
  • Create a Safe and Respectful Environment: Create a work culture that celebrates diversity and meets individuals’ preferences and needs. Encourage an inclusive workplace where all generations feel respected, valued, and heard. Additionally, leaders should create a psychologically safe culture and provide employee support.

There are more tips and strategies, but this is a good starting point! I am available to mentor, consult, or speak to your group if this is an area of need for your organization.

Sharon L. Starcher (Doctor of Business Administration) 
Program Director and Faculty at Fresno Pacific University