Embracing cross-generational collaboration in the workplace helps bridge experience, skills, and fresh perspectives.
No matter if you are a Gen-Zer just launching your career or a seasoned professional nearing retirement, we all have something to teach each other. When you reach across those generational lines, you soon realize that there is undeniable value in gaining insight from the many generations around you. What they have to offer may surprise you!
Aligning priorities. Our current professional landscape is the most unique it has ever been. It spans multiple generations, including the Silent Generation, baby boomers, Gen-X, millennials, and Gen-Z. Even a sixth generation – Gen Alpha – is starting to enter the workforce! This distinctive moment in time presents an opportunity for us all to expand our definition of what it means to be a successful professional. But what makes each generation so different? Most notably, it’s their priorities.
There is a noticeable contrast between what is truly important to the younger and older generations. According to Workday’s article on engaging the workforce across different generations, older generations tend to value work above all else, while younger generations prioritize balance.
At Croy, we understand these differences and want our employees to thrive no matter where they fall on the generational spectrum. For example, we offer four weeks of paid time off and 10 paid holidays annually for those who want to maintain a strong work/life balance and invest in priorities outside of work. However, we also offer a “PTO buyback program” for those team members who can’t and/or choose not to use all of their PTO – they may prioritize receiving a bonus check rather than using PTO. We also sponsor several volunteer events that our staff participate in outside of work, such as local 5K runs and golf tournaments. Through these internal and external efforts, all of our employees have the space to use their time in a way that aligns with them both personally and professionally.
Technological transformations. Another hot topic when it comes to discussions of young people in the workforce is their reliance on technology. People tend to credit Gen-Z and millennials for being at the top of the game, and while that is true in some regard, both baby boomers and Gen-X have a similar savvy.
As we all recognize, workplace technology has evolved at an unprecedented pace in the last decade. Croy’s Vice President of Transportation, Chris Rideout, PE, knows this as well as anyone. He began his career when the technological boom was in its mere infancy. Rideout paid testament to this, saying, “Undoubtedly, the biggest change I’ve seen in the workplace over the course of my career has been the transformation brought by technology.” For professionals like Rideout who embraced this change, they soon came to appreciate it. As he puts it, “In my more than three decades in the industry, technology has reshaped how we work, communicate, and solve problems,” crediting it for, “driving efficiency and innovation.” While he may still run into an occasional technological headache, as do we all, this recognition translates into a willingness to learn, including even leaning on the benefits of AI and ChatGPT on occasion.
This will come in handy for Gen-Zers and millennials. They are set to see more technological change than any other generation before them. Adapting to this change may seem daunting, but your Excel-wizard Gen-X colleague already rode the first wave. Don’t hesitate to let them teach you a thing or two about keeping up with the times! And when they need your help navigating a complex software or fixing an uncooperative printer, know that one day, you’ll be in their shoes.
Communicating effectively. As Rideout mentioned, technology has undoubtedly upped communication efficiency. But how can we ensure that what we communicate does not become lost across generational lines? It’s all about giving folks equal room to share their insights. Sage wisdom or a new take could be just what you need to find that creative solution, and you never know what your colleague from another generation can bring to the table. Affirming this value is Kristen Jolley, EIT.
After graduating college, Jolley joined our municipal utilities department and quickly realized that she was one of the youngest faces in the office. Yet, she did not shy away from conversation. Instead, she opened her door for brainstorming sessions and casual conversations alike. Jolley knew this approach to communication would serve her well, because that is the example set by others at Croy. She explained, “Croy’s leadership has remained accessible and approachable with an open bridge of communication. This balanced approach to leadership keeps employees from all generations excited to perform meaningful work.” Essentially, knowing that people around you truly value your ideas not only encourages younger generations to speak up, but in turn, allows older generations to broaden their perspective and go beyond their traditional approach.
Through this, communication becomes contagious. It creates a collaborative environment where everyone shares their thoughts confidently – no matter the age or experience gaps between the bright minds in the room. This kind of dialogue occurs at all levels from brief idea exchanges to larger conversations about long-term plans. For example, many use Teams and text messaging to communicate quickly, while other times, multiple members of a team are included in a capture planning meeting to gain different perspectives on how to effectively pursue a project or client. It may be challenging at times when opinions diverge, but that is what inspires impactful work and drives projects across the finish line.
Breaking generational boundaries. This kind of communication often leads to unexpected relationships that cross generations and create lasting connections. When you find room for dialogue, your colleague who was once your mentee can eventually become your friend, and vice versa.
Fortunately, Croy’s Senior Planner, Ethan Greene, AICP, knows the value of these cross-generational relationships. Six years after launching his career, he joined our planning team as the right-hand man to one of Croy’s most-senior engineers, Dan Dobry, PE, PTOE, AICP. Despite their three-decade age difference, they found out that they share a lot in common – including their affinity for quirky shirts and well-designed bike lanes. Greene recognizes that this didn’t happen overnight, saying, “Quality relationships take time to build,” but what set things a part for them is their equal respect for each other. It’s easy to dismiss an older or younger colleague because they can’t possibly understand your generation, but as Greene puts it, “There are generational differences in workplace culture that have existed as long as I have been in the workforce, but kindness and the willingness to help goes a long way.” This sentiment is one that all generations at Croy share, becoming an essential part of our team’s personal and professional development.
The advantage. Although the various generations in the workplace may seem incompatible from the outside, they are all keys to each other’s success. When your team doesn’t share a diversity of skills, backgrounds, and experiences, their growth can become limited by singularity.
So, the next time an older colleague needs a hand navigating technology, or your younger colleague logs off at 5 p.m. on the dot, remember that we are all figuring out what it means to be successful – even if we take a different method to get there. We all benefit from opening ourselves up to learning from our colleagues outside of our own generation.
Renee Richardson serves on the marketing and communications team at Croy. She can be reached at rrichardson@croyeng.com.
