The Remix

1. Embrace the Remix: Blend Old and New for Multigenerational Success

The secret sauce—the strategy I have observed again and again across a wide variety of industries and company sizes—involves a combination of keeping the best, “classic” workplace practices of the past while simultaneously embracing more modern and innovative approaches to work.

Blending the best. The most effective approach to navigating a multigenerational workplace isn't about discarding the old or blindly adopting the new, but rather about strategically combining the best of both worlds. This "remix" approach involves identifying timeless principles and practices that still work, while also embracing innovative ideas and technologies that resonate with younger generations.

• Classic practices: Strong work ethic, clear communication, mentorship, and loyalty.
• Modern approaches: Flexibility, technology integration, purpose-driven work, and continuous learning.

Adaptability is crucial. The ability to adapt and evolve is essential for both individuals and organizations. This means being open to change, questioning traditional norms, and experimenting with new approaches. The remix is not a static formula but a dynamic process of continuous improvement.

Music analogy. Just as a music remix takes a classic song and adds new elements to create something fresh and relevant, a workplace remix blends the best of the past with the innovations of the present to create a more inclusive and effective environment for all.

2. Stop Generational Shaming: Empathy and Understanding are Key

We don’t tolerate discrimination within the workplace, so we must condemn the constant, brazen shaming of Millennials.

Shaming is counterproductive. Criticizing and stereotyping any generation, especially Millennials and Gen Z, is not only unfair but also detrimental to creating a positive and productive work environment. Such negativity creates defensiveness and resentment, hindering collaboration and innovation.

• Avoid generalizations: Recognize that individuals within each generation are diverse.
• Challenge stereotypes: Question negative assumptions about any age group.
• Focus on strengths: Appreciate the unique contributions of each generation.

Empathy is essential. To effectively work with people of different generations, it's crucial to understand their perspectives and experiences. This involves learning about the historical context in which they grew up, the values they hold, and the expectations they bring to the workplace.

• Consider their upbringing: Understand how parenting styles and societal events have shaped their views.
• Recognize their challenges: Acknowledge the unique obstacles they face in today's world.
• Assume good intentions: Give people the benefit of the doubt and seek to understand their motivations.

Replace judgment with curiosity. Instead of criticizing or dismissing other generations, approach them with curiosity and a desire to learn. This will foster a more inclusive and collaborative environment where everyone feels valued and respected.

3. Rethink Talent: Loyalty is Evolving, Geography is Less Relevant

The talent remix requires leaders to rethink our expectations of whom we recruit, how we find those people, and what the relationship between employer and employee will be over time.

Loyalty is redefined. The traditional concept of lifelong employment with a single company is no longer the norm. Today, loyalty is more about commitment to a shared mission and purpose, rather than simply staying with an employer for an extended period.

• Shorter tenures: Accept that employees may move on to new opportunities.
• Focus on engagement: Create a work environment that keeps employees engaged and motivated.
• Embrace "tours of duty": Consider shorter-term employment agreements with clear goals and expectations.

Geography is less important. The rise of remote work and the gig economy has decoupled the relationship between physical location and employment. This allows organizations to access a wider pool of talent and enables employees to live where they choose.

• Remote work options: Offer flexible work arrangements to attract and retain talent.
• Focus on skills: Prioritize skills and experience over location.
• Embrace virtual teams: Utilize technology to connect and collaborate with remote workers.

Career mobility matters. While the traditional career ladder may be outdated, employees still want to feel that they are on a path of growth and development. Provide opportunities for learning, skill-building, and advancement, even if it means they may eventually move on to other organizations.

4. Lead as a Coach: Guide, Support, and Empower All Generations

The style of leadership most effective in getting the best results from all generations is to consider yourself a coach.

Shift from command to coaching. The traditional "command-and-control" leadership style is no longer effective in today's multigenerational workplace. Instead, leaders need to adopt a coaching approach that focuses on guiding, supporting, and empowering employees to reach their full potential.

• Provide feedback: Offer regular, specific, and constructive feedback.
• Listen actively: Seek to understand employees' perspectives and concerns.
• Encourage growth: Support employees' professional development and career goals.

Growth mindset is key. Leaders need to believe that all employees, regardless of their generation, are capable of learning, growing, and adapting. This involves fostering a culture of continuous improvement and encouraging experimentation.

• Embrace change: Be open to new ideas and approaches.
• Focus on potential: Believe in employees' ability to develop new skills.
• Encourage learning: Provide opportunities for training and development.

Lead by example. Leaders must model the behaviors and values they want to see in their employees. This includes being transparent, communicative, and respectful of all generations.

5. Manage with Transparency: Feedback, Clarity, and Open Communication

The Internet and social media have leveled the playing field tremendously when it comes to access to information and power. This means that, as a leader in the multigenerational workplace, you have no choice but to be more transparent and democratic with information and access.

Transparency is essential. In today's interconnected world, employees expect more transparency from their leaders. This means sharing information openly, explaining decisions, and being honest about challenges and opportunities.

• Share the "why": Explain the reasoning behind decisions and policies.
• Be accessible: Make yourself available to answer questions and address concerns.
• Encourage dialogue: Create opportunities for open and honest communication.

Feedback is crucial. Employees of all generations want regular, specific, and constructive feedback. This involves moving beyond annual reviews to provide ongoing guidance and support.

• Frequent check-ins: Schedule regular one-on-one meetings with employees.
• Specific feedback: Provide concrete examples of what employees are doing well and where they can improve.
• Focus on growth: Frame feedback as an opportunity for learning and development.

Clear expectations are vital. Provide clear guidelines and boundaries around people's choices. This helps employees feel more comfortable, creative, and empowered.

• Communicate clearly: Be explicit about your expectations and preferences.
• Provide context: Explain the reasons behind policies and procedures.
• Avoid assumptions: Don't assume that everyone shares the same understanding or perspective.

6. Train for the Future: Reskilling and Lifelong Learning are Essential

The talent remix requires leaders to rethink our expectations of whom we recruit, how we find those people, and what the relationship between employer and employee will be over time.

Continuous learning is a must. In today's rapidly changing world, lifelong learning is no longer optional but essential for both individuals and organizations. This involves providing opportunities for employees to develop new skills and adapt to new technologies.

• Reskilling programs: Offer training in areas that are in high demand.
• Cross-training opportunities: Allow employees to learn new skills in different departments.
• Encourage self-directed learning: Provide access to online courses and other resources.

Focus on human skills. As automation and artificial intelligence become more prevalent, the importance of uniquely human skills, such as creativity, critical thinking, and emotional intelligence, will only increase.

• Develop soft skills: Provide training in communication, collaboration, and problem-solving.
• Encourage innovation: Create a culture that values experimentation and new ideas.
• Embrace change: Be open to new ways of working and learning.

Training starts on day one. Onboarding is a critical opportunity to set the tone for a culture of continuous learning. Provide new employees with the resources and support they need to succeed from the very beginning.

7. Network Across Generations: Mentorship, Reverse Mentorship, and Inclusion

The very definition of “loyalty” has become subject to interpretation.

Mentorship is invaluable. Mentoring relationships provide valuable guidance, support, and perspective for employees at all stages of their careers. Encourage both formal and informal mentoring opportunities within your organization.

• Pair mentors and mentees: Match employees based on their skills, interests, and goals.
• Provide training: Offer guidance on how to be an effective mentor or mentee.
• Create a culture of mentorship: Encourage employees to seek out and offer support to one another.

Reverse mentoring is powerful. Reverse mentoring, in which younger employees mentor more senior leaders, can provide valuable insights into new technologies, trends, and perspectives.

• Embrace new ideas: Be open to learning from younger colleagues.
• Challenge assumptions: Question traditional ways of thinking and working.
• Foster collaboration: Create opportunities for cross-generational dialogue and learning.

Inclusion is essential. Create a workplace where all employees feel valued, respected, and included. This involves actively promoting diversity and creating opportunities for people from different backgrounds to connect and collaborate.

• Employee resource groups: Support employee-led groups that promote diversity and inclusion.
• Inclusive events: Plan events that are accessible and welcoming to all employees.
• Celebrate differences: Recognize and appreciate the unique contributions of each individual.

8. Design Flexible Workspaces: Options, Privacy, and Collaboration

To attract talent of any generation, what’s happening inside your walls is more important than where those walls are located.

One size fits none. Recognize that employees have different preferences and needs when it comes to their work environment. Provide a variety of spaces that support different types of work and individual styles.

• Offer options: Provide a mix of open and private spaces, quiet areas, and collaborative zones.
• Prioritize comfort: Create a welcoming and comfortable environment that promotes well-being.
• Incorporate nature: Add natural light, plants, and other elements that connect people to the outdoors.

Privacy is important. While open floor plans can promote collaboration, they can also be distracting and overwhelming for some employees. Provide private spaces where people can focus and concentrate.

• Phone booths: Create small, enclosed spaces for private calls and meetings.
• Quiet zones: Designate areas where employees can work without distractions.
• Flexible spaces: Allow employees to adjust their workspace to meet their individual needs.

Collaboration is key. Create spaces that encourage interaction and collaboration among employees. This can include shared tables, lounge areas, and informal meeting spaces.

• Encourage movement: Design spaces that encourage people to move around and interact with one another.
• Promote visibility: Create open and transparent spaces that foster a sense of community.
• Provide tools: Equip employees with the technology and resources they need to collaborate effectively.

9. Culture is Key: Purpose, Integration, and Authentic Engagement

The workplace can even serve as a microcosm for the larger issues facing our country.

Purpose-driven work. Employees, especially Millennials and Gen Zs, want to feel that their work has meaning and purpose. Connect their daily tasks to the larger mission and values of the organization.

• Share the big picture: Explain how employees' work contributes to the organization's goals.
• Highlight impact: Show how the organization is making a positive difference in the world.
• Encourage volunteerism: Provide opportunities for employees to give back to their communities.

Work/life integration. Recognize that employees have lives outside of work and that they need flexibility to manage their personal and professional responsibilities.

• Flexible schedules: Offer options for flexible work hours and remote work.
• Paid time off: Provide generous paid time off for vacation, sick leave, and personal days.
• Family-friendly benefits: Offer benefits that support working parents, such as parental leave and child care assistance.

Authentic engagement. Create a culture where employees feel valued, respected, and heard. This involves fostering open communication, providing opportunities for feedback, and recognizing employees' contributions.

• Listen actively: Seek to understand employees' perspectives and concerns.
• Provide recognition: Acknowledge and appreciate employees' hard work and achievements.
• Foster a sense of community: Create opportunities for employees to connect and build relationships with one another.

Last updated: January 18, 2025