As Baby Boomers delay retirement and Gen Zers enter the workforce, many offices have become a veritable battleground of generational values, differing perspectives, and, in some cases, anxiety.

This “Generational War,” as it has come to be called, is reshaping the traditional notion of work culture and collaboration, with each party bringing its own expectations regarding work-life balance, communication methods, and technology to the table.

 The Impact of Digital Disruption

But aside from a disconnect between team members, this divide hinders collaboration and innovation at your organization. To overcome this, it is crucial to create mechanisms and strategies that foster a culture of innovation, transparency, and collaboration among employees.

Understanding the distinction between Hard Trends, which are 'future certainties,' and Soft Trends, which represent 'future possibilities,' can significantly impact strategic decision-making for businesses.

We have got to bring unity to this multifaceted and diverse workforce of today. But how do you get employees divided by years of life and work experience to work together? How do you go about bridging the gap between these different generational mindsets?

Breaking Down Generational Stereotypes at Work

It all begins by fostering a culture of Anticipatory thinking that transcends generational boundaries, creating a common, proactive mindset that is not tied to age. We want each group, in its own way, to look towards the future, understand Hard Trends and Soft Trends, and embrace innovation.

But the way that I see it is simple: This generational war in the workplace stems from a lack of communication and understanding among the different age groups.

Organizations today have four different generations working at the same time, and members of each generation have their own life experiences and skill sets that can color how they interact with one another. As mentioned earlier, the importance of communication and understanding among different age groups cannot be overstated.

The reality today is that many individuals come to work with preconceived notions about those outside of their own generation, and these stereotypes hurt morale, obstruct collaboration, and, ultimately, hinder innovation.

For example, Baby Boomers are seen members of some other generations as technologically incompetent and unwilling to learn; Millennials are portrayed as entitled and difficult to manage; Gen Z workers are considered to be unprofessional and unmotivated; and so forth.

Leveraging the Unique Strengths of Each Generation in the Workplace

A recent study conducted by The Adaptavist Group in a report titled “Digital Etiquette: Mind the Generational Gap” found the following statistics:

• 50% of both Baby Boomers and Gen Xers are frustrated by their younger counterparts’ failure to use traditional tools (like pens)

• 47% of Gen Zers believe that the dated techniques of older workers slow productivity

• 65% of Gen Z employees say that their older counterparts struggle with technology

What is interesting is that the same report also states that 53% of Gen Z workers actually envy their older coworkers’ confidence and ability on phone calls. This is a very telling statistic!

The truth is not that older generations are not technologically savvy; it is that they have a different set of technological skills, particularly ones that may have been more relevant in the past. They also have the work experience to adeptly navigate phone calls and other organizational tasks with efficiency.

Similarly, Gen Zers may not have the experience to navigate work operations yet, but they do have the technological advantage, which is an essential element for success when faced with digital disruptions.

Members of each current working generation — Baby Boomers, Gen Xers, Millennials, and Gen Zers — have their own abilities that they bring to the workforce. Likewise, they experience their own pitfalls, as well. Ultimately, it is your job as a business leader to make sure these differences do not divide your employees but instead unite them in dynamic, productive ways!

What one generation lacks, another has the skills and perspectives to complement.

Navigating Digital Disruption in Work and Finding Your Place

Thirty years ago, I coined the term Futureview® to refer to the vivid mental picture we each hold of our future existence. It is not a goal or a plan, but what we actually see when we picture our future.

Everyone has a Futureview® — there is no question there. The key to generational unity in the workforce is to first focus on uniting the Futureview of everyone in it. Each generation needs to be part of an aligned Futureview that helps them double down on their role within the organization.

Recognizing 'future facts' is crucial in this process. Future facts represent future events that are almost certain to occur, such as the sun rising tomorrow. Understanding these facts helps in navigating emerging trends effectively.

Yes, each generation has its own values and perspectives, and each employee of that generation has his or her own skills and abilities. But when you align their Futureview, all the puzzle pieces fall into place. You focus all of that talent on working towards a common future, uniting employees of different generations where their differences might otherwise threaten to separate them.

For example, change is an inevitability of life and of work, and it is important to remember that many changes happen in cycles. Cyclical changes are those predictable events that recur over and over, such as the changing of the seasons, or a new generation entering the workforce to age out in 50 years.

Conversely, linear change exists, too. This is change that moves only in one direction — forward.  In today’s work landscape, we are currently in the midst of revolutionary digital change, marked by the advance of all types of AI, datafication, and processing power. This is linear change that will never reverse.

Your Strength Is in Intergenerational Collaboration

The older generation has decades of experience and institutional knowledge. Its members have lived through many cyclical and linear changes, providing them with the knowledge they need to navigate change in general. This knowledge is highly beneficial, as it enables such employees to identify and pre-solve future disruptions before they happen. By analyzing historical data and observed patterns, they can expect certain outcomes and adapt accordingly.

On the opposite end of the generational spectrum, Gen Z has the technological prowess to navigate the exponentially changing digital landscape.

When you align the Futureview of these two specific generations, though they are polar opposites in many ways, you encourage their members to leverage their individual skill sets together, creating an Anticipatory culture that focuses on the same goal.

Baby Boomers have experience and institutional knowledge; Gen Xers are known for their independent thinking and adaptability; Millennials bring a fresh perspective on innovation and technology; and Gen Zers have the digital fluency and entrepreneurial spirit to offer a glimpse into the future of work and consumer trends. These varying skills sound like the makings of a dream team to me!

As an Anticipatory Organization, it is crucial to recognize and leverage the diverse strengths of all your employees. Make it a priority to encourage intergenerational collaboration and mentorship that allows each generation to learn from the others under a united Futureview.

Only by harnessing the collective strength of every generation can organizations position themselves as disruptors in the digital future.