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Benefits of multi-generational collaboration in the workplace
Gen Z prioritises purpose, mental health, and transparency, while older generations, in contrast, value loyalty, hierarchy, and resilience as showing up no matter what.
For the first time in history, five generations are working side by side. This unprecedented convergence spanning from seasoned traditionalists to tech-savvy Gen Zs presents both a challenge and an opportunity for today’s organisations.
The workplace is no longer a simple transaction of work for pay, but a dynamic space where diverse perspectives, values and expectations must coexist and thrive.
The World Economic Forum's 2025 discussions reinforced how digital transformation, automation and evolving work models continue to reshape our understanding of work. The question now is: how can organisations respond effectively while engaging every generation?
At the core of this shift is the Employee Value Proposition (EVP), which shapes how organisations attract and retain talent. A one-size-fits all EVP no longer works.
To succeed with a multi-generational workforce, companies must broaden their EVP to reflect the distinct priorities of each generation.
Baby Boomers seek stability, job security, and long-term benefits. Millennials and Gen Zs prioritise purpose, flexibility, career growth and work-life balance. Today’s challenge is to create an EVP that resonates with values of all generations.
The rise of hybrid and remote work has introduced new opportunities for flexibility, but it has also exposed generational differences in how work is perceived.
Younger generations are driving the demand for digital collaboration, remote work, and flexibility, valuing autonomy, results and control over their time. Older generations value the structure and predictability of traditional office-based work.
Role of mentorship
One of the greatest advantages of a multigenerational workforce is the opportunity for reciprocal learning. Senior employees provide experience, institutional knowledge, and strategic insight, while younger generations bring technology skills and fresh approaches.
Organisations must foster mentorship as a two-way exchange.
Lifelong learning
Organisations must invest in lifelong learning, ensuring that all employees, regardless of age or experience, are equipped with the skills needed to navigate an ever-changing landscape.
At Jubilee Life Insurance, we invest in both technical and leadership growth to prepare our people for today’s challenges and tomorrow’s opportunities.
Listening and adapting
The most successful organisations will be those that continually engage with their employees to understand their needs and concerns.
Regular feedback—through surveys, pulse checks, and open dialogue—allows organisations to stay attuned to the needs of their workforce.
As we move forward, leaders must rise to the challenge by embracing the diversity of thought, experience, and skill that each generation brings. The task is not easy, but the reward is clear: a workplace that is not only productive but also inclusive, dynamic, and forward-thinking.
The writer is Chief Operations officer, Jubilee Life
