In a workplace where Baby Boomers rub shoulders with Gen Zs, and Traditionalists still know how to fix the printer, multi-generational working isn’t just a nice-to-have. It’s reality.
And at Great Ormond Street Hospital — one of the most respected and innovative children’s hospitals in the world — they’re embracing it in style.
Each month, GOSH hosts inclusive webinars for people across departments. The aim? To boost understanding, improve workplace culture and help teams work better together — whether they’re 21, 61, or somewhere in between.
This month’s topic: multi-generational working. Stephanie Davies was invited to share insights on how behavioural science, communication styles and good old-fashioned empathy can help build high-performing teams across age groups.
Stephanie’s key message? Start by understanding the individual. Generational trends may shape our habits through circumstance and experience — from how we give feedback to how we use emojis — but real connection comes from curiosity, not assumptions.
Making the Most of a Multi-Generational Workforce
The session explored everything from managing someone older than you to how cultural background can influence age-based expectations at work. There was also a focus on reverse mentoring — where younger team members share knowledge and new thinking, while learning from the experience and insight of others.
Stephanie shared practical ways to blend different working styles, avoid intergenerational misunderstandings and harness the diversity of experience, perspective and knowledge that a five-generation workforce can offer.
Whether you’re 25 or 65, everyone wants to feel respected, valued and part of something great. And when organisations get it right, multi-generational teams become a superpower — not a stress point.
Top 5 tips for working across generations
- Reframe management as a conversation, not a hierarchy
Managing someone of any age isn’t about having all the answers. Try starting with “What do you think?” or “How do you feel it went?” and turn performance into shared learning. Good management is a set of skills — not a status.
- Use reverse mentoring to bridge knowledge and experience
Pair up younger and older team members to swap skills. Tech know-how meets wisdom, energy meets experience — and everyone benefits.
- Lead with curiosity, not assumptions
Don’t let age define your expectations. Ask people how they like to work, learn and communicate — you might be surprised.
- Recognise the cultural lens on age and authority
Some cultures place a strong emphasis on seniority, while others value informality and autonomy. Make space for different perspectives on age and respect.
- Flex your style, not your standards
Communication preferences differ across generations — from face-to-face chats to Teams emojis. Adapt your approach while staying consistent with expectations.
Laughology has supported brands such as VMO2, HSBC and Starbucks through leadership transformation and cultural change. If you want to talk to one of our change experts, please get in touch with doug@laughology.co.uk
