How to Build Work Relationships Among Engineers of All Ages

The divide between Baby Boomers and Millennials gets a lot of traction on social media, but did you know that the modern workforce actually includes employees from five separate generations? Some of the youngest members of the Greatest Generation (born before 1945) are still working. Gen X falls between Boomers and Millennials. And older members of Gen Z (born after 1997) are beginning their professional careers.

Every generation has different views on work, which can make it a challenge to successfully manage multigenerational teams. But there is also a tremendous opportunity to use their collective experiences and approaches to develop the very best ways of doing business. Here’s how to help develop the work relationships that engineers of all ages need for success.

Let Go of Stereotypes

No matter when they were born, people are simply people. Some of your older engineers may not fully embrace modern technology. But many of them are just as tech-savvy as your youngest new hires. Some of your younger employees may prioritize work-life balance over a paycheck. But others are just as eager to put in long hours for more pay as those in older cohorts. Forget the stereotypes and get to know each engineer as a human being. Ask them what they need to succeed, and believe what they tell you.

Tear Down the Silos

In most companies, those with seniority become managers, and those with less experience take orders from them. But in a rapidly evolving field like engineering, this can lead to siloed clusters in which people are always surrounded by those who went through school at the same time and have largely the same approach.

While you probably won’t want to fundamentally change your management structure, you can proactively create opportunities for engineers of every generation to learn from each other. Consider implementing two-way mentorships in which people from different generations share their approaches to the field. Create opportunities for managers and employees to talk about their work in small, low-stakes discussion groups.

Facilitate Diverse Teams

Not every older employee will necessarily be a manager, and not every younger employee will necessarily be in a non-leadership position. Where possible, build teams that maximize diversity—not only in generations but also in gender, race, and background. Greater diversity leads to better ideas, as well as enhanced employee satisfaction.

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