The best leaders build teams with people from different backgrounds. While gender and ethnicity are more common facets of diversity, business leaders shouldn’t overlook the importance of age diversity.
This is especially true if you run a shift-based business. These types of positions are more accessible to people of all ages. For some people, it may be their first job, while older people may be in managerial positions or using a part-time job for semi-retirement.
Discover why managing a multigenerational workforce is essential for smooth business operations.
1. Understand and appreciate your multigenerational workforce
According to the Bureau of Labor Statistics, in 2024, the amount of workers 16 years or older in shift-based industries was:
Retail — 16.3 million
Health — 22.8 million
Hospitality —14.1 million
Food Services — 9.4 million
To successfully manage a multigenerational workforce, you need to understand where one generation starts and another begins.
Baby Boomers were born between 1946–1964 and are often seen as experienced, loyal, and have good interpersonal skills.
Generation X were born between 1965–1980 and are seen as adaptable, independent, and good for managerial roles.
Millennials were born between 1980–1995 and are tech-savvy, strive for professional growth, and focus on work-life balance.
Generation Z were born between 1996–2012. They are quick communicators who are eager to learn and focus on ethical and moral actions.
Think of how people from these different eras came to experience work, independence, and technology for the first time. However, be careful not to put any employees into stereotypical boxes based on age.
2. Support different communication styles
Communication is essential in any shift-based business because so many elements are moving within a single shift. If communication breaks down between staff, it can cause problems such as low morale, poor customer service, and resentment among employees.
Finding the right communication style across a generational gap in the workplace can be difficult. Try to use a blend of communication styles so that everyone feels comfortable. For example, when discussing shift changes, use software like Deputy so people can put in requests digitally, change shifts through messaging, and alert employees to open shifts in the app.
Save more serious or nuanced conversations, such as performance feedback or employee concerns, for face-to-face meetings.
If an employee approaches you with communication issues, talk it out with them. You may be able to find a solution that works both for that employee and the business. For example, if an older employee is used to calling out for shifts, take the time to personally walk them through the Deputy app so they understand better how to use it.
Teach your employees how to communicate well with you and each other. You can do this through a team huddle at the start of a shift to ensure everyone is on the same page.
3. Consider how an employee’s place in life affects preferred shifts
Generational differences in the workplace can occur due to how priorities change at every stage of life. Gen Z new hires might be fresh out of school and need all the hours they can get. A Millennial or Gen X employee might want only a certain number of hours due to childcare or caregiving responsibilities (36% of employees currently have caregiving responsibilities outside of parenting). Baby Boomers may prefer a set schedule with little change or part-time hours as they age.
Ensure you or your manager discuss scheduling needs with each employee during the onboarding process so you can understand their needs.
Getting this information early allows schedules to accommodate their needs without having last-minute changes. Also, ensure that this scheduling information is easily accessible so that all staff can easily find and work around these needs.
If you’re concerned about biased scheduling or shifts going uncovered, you can use AI scheduling or workforce forecasting to ensure that you have enough people and that your staff feels they’re scheduled fairly.
You can also give staff more control by allowing them to swap shifts with ease through your scheduling app.
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4. Leverage generational strengths in training and mentorship
Use generational gaps in the workplace to your advantage through mentoring. Encourage your older employees to teach their interpersonal skills and wisdom developed from experience. Younger employees can lead training on new technology and social trends if the other employees aren’t already aware of these trends.
These programs will build confidence in your workforce. Younger employees will feel more prepared for leadership, while older employees can adopt fresh approaches to work. Intergenerational learning will help your employees become well-rounded owners of their expertise.
Mentorship doesn’t have to mean a formal program with a name badge. Sometimes, it’s just one teammate helping another navigate the app or giving advice over breakroom coffee.
5. Create a workplace culture that supports each generation’s values
Workplace culture is key for a business where staff turnover is more common. Creating culture can be difficult due to the generational differences in the workplace. Luckily, most people hold similar values; they just express them differently — which is why you should never stereotype based on age.
For example, Millennials and Gen Z are more vocal about social issues such as DEI and fair work practices, but those same issues were a concern for Baby Boomers when they were younger, too. Baby Boomers may be focused more on appreciation and job security currently, but younger staff are also concerned about this — that’s why they want learning and advancement opportunities.
By creating a workplace culture based on respect and personal growth, you can respect everyone’s values without isolating one generation from another. If possible, try encouraging team-building activities so people can get to know their peers as people and not just coworkers.
It’s also smart to occasionally survey your staff to ensure that they feel represented and valued in the workplace.
Stay connected with all employees with Deputy
Managing a multigenerational workforce is complicated, even without worrying about multigenerational differences. Deputy can simplify management by streamlining communication, scheduling, and labor forecasting with one software. Meet employees where they are at both in values and communication and keep your business running smoothly.
