Creating Harmony Across Generations: Building a Unified Marketing Team (Multigenerational Workforce, Part 6)
Managing a multi-generational team?
It’s like juggling fire.
But here’s the good news:
Get it right, and the results are *magic*.
Boomers’ experience + Gen Z’s fresh ideas? That’s a recipe for deeper, more creative marketing that connects with a broader audience.
But it takes strategy.
Here’s how to build a unified team that *thrives* on diversity.
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- Virtual Team-Building Activities
Don’t limit team-building to in-office staff.
Create virtual experiences *everyone* can join–games, shared projects, or even workshops.
Involve leaders from different generations to host sessions, ensuring all voices are represented.
This fosters mutual respect and deeper understanding.
The goal? Build bonds across locations.
Shared experiences = stronger unity.
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- Celebrating Wins & Milestones
Successes deserve to be *seen*.
Celebrate together, whether in-person or online.
Highlight achievements on shared platforms and include stories behind each success–connect recognition to values.
Tailor celebrations to resonate across generations: shout-outs, public posts, or even team lunches.
Gratitude strengthens teams and creates a culture of recognition.
When everyone feels appreciated, engagement skyrockets.
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- Emphasizing Shared Goals & Values
Focus on what unites–mission and vision.
Align team efforts around common goals and show how each member’s work contributes to the bigger picture.
Communicate the “why” behind decisions, and invite feedback across levels.
Show how diverse perspectives drive results and enrich projects.
When the mission resonates, it motivates.
Shared goals = shared purpose.
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- Create Generational Affinity Groups
Offer groups based on shared interests–hobbies, skills, or goals.
Encourage cross-generational participation to foster both mentorship and reverse-mentorship.
Let younger employees lead some groups to share fresh insights and empower their leadership.
Create spaces where employees connect *as people*, not just job titles.
This breaks down silos and builds authentic trust.
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- Use Storytelling to Bridge Gaps
Encourage team members to share work stories and lessons learned–both big wins and mistakes that shaped them.
Highlight experiences from different points in time, allowing employees to see common challenges despite generational divides.
Show how varied approaches complement each other.
When stories are shared, empathy grows.
Storytelling deepens appreciation, reduces friction, and strengthens team cohesion.
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A multi-generational team isn’t a *problem* to solve.
It’s a *strength* to harness.
Bring everyone together–celebrate differences, focus on shared goals, and build trust.
It’s how you turn friction into fuel for growth.
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Read More from AARP:
– Business Case for Workers 50+: Shows how hiring age-diverse teams boosts business outcomes. Link: https://employerportal.aarp.org/age-inclusive-workforce/commit-to-an-age-inclusive-culture/business-case-for-workers-50
– 10 Principles for Managing Mixed-Age Teams: Practical tips for leading diverse, multi-generational teams. Link: https://employerportal.aarp.org/age-inclusive-workforce/practice-age-inclusive-management/guide-10-principles-for-managing-mixed-age-teams
– How to Include Age in Diversity & Inclusion: Strategies to expand DEI initiatives to include age. Link: https://employerportal.aarp.org/age-inclusive-workforce/include-age-in-diversity–inclusion/article-how-to-include-age-in-diversity–inclusion