Steps Connect: Engaging Intergenerational, Site-Based Teams

Bringing Professionals Together for Insightful Conversations

On Tuesday, 11 February 2025, Steps gathered close clients from the worlds of energy, engineering, infrastructure, manufacturing, and logistics. The goal was to unite like-minded professionals to discuss pressing issues and share insights relevant to their organisations and industries.

We were joined by global and regional Heads of Leadership, DEI (Diversity, Equity, and Inclusion), and HR, alongside Business Partners and Leads in Wellbeing and Belonging. These professionals shared their experiences and knowledge around key topics: intergenerational working, bridging gaps in multigenerational teams, and engaging site-based employees.

Here, we have compiled key insights from our discussions, including practical strategies to foster intergenerational collaboration.

Building Community and Connection

Many organisations have implemented buddy systems or DEI circles to support new joiners and foster connections. Pairing newer employees with experienced staff has helped promote psychological safety by accommodating different preferences, personality types, and working styles.

This approach encourages cross-generational relationships, challenges biases, and fosters mutual learning in non-hierarchical groups that grow organically. Some organisations have focused on ‘common ground’ initiatives, such as:

• Creating multi-generational ‘Brand Ambassador’ or ‘DEI Champion’ teams.
• Using reverse mentoring, where younger and senior staff exchange knowledge and perspectives.

These efforts have strengthened cross-generational understanding and improved collaboration.

Recognising Subculture Autonomy and Site-Based Teams

We discussed the importance of empowering individuals and giving them ownership of their development and work practices. Too often, professional development is seen as something provided by HR rather than a proactive opportunity for employees.

Reframing this narrative encourages individuals to take an active role in their learning and co-author solutions. This approach is particularly effective for site-based teams, allowing them to engage with organisational policies in ways that align with their unique dynamics and subcultures while maintaining company values.

Additionally, site managers play a crucial role in shaping workplace culture, setting the tone, and guiding team dynamics on-site.

The Power of Storytelling

Storytelling is a powerful tool for fostering conversations and engagement across generations. Some effective initiatives include:

• “A Week in the Life of” and “Share and Connect” sessions – These foster intergenerational dialogue.
• Panel discussions – Featuring diverse age representation and personal development insights.
• Vlogs and blogs – Allowing employees of all ages to share personal stories and reflect on workplace experiences.

These initiatives create space for open reflection, encouraging discussions about generational differences and shared aspirations for the future. Scenarios highlighting generational biases—such as assumptions about older employees hoarding wealth or younger employees lacking resilience—can be valuable for raising awareness and fostering honest conversations.

Ensuring Systemic Support for Change

Flexible work approaches and employee-led initiatives (such as early site closures on Fridays or subsidised catering) support work-life balance and benefit all age groups.

We also discussed the importance of focusing on output and performance rather than hours worked, to support flexibility and high performance while avoiding presenteeism. Regular policy reviews are essential to address generational challenges and ensure systemic structures prevent bias and outdated assumptions.

Policies significantly shape workplace culture, so a holistic approach is needed to ensure they reinforce an inclusive environment.

Employee Lifecycle Planning: A Critical Element

A key aspect of intergenerational collaboration is Employee Lifecycle Planning. Many clients already incorporate onboarding, talent management, and key life stages (such as parental leave) into their planning, but the retirement phase is often overlooked.

Tailored retirement planning ensures support and knowledge transfer while avoiding discrimination. Additionally, involving employees in policy development helps align company strategies with real-world needs, incorporating cultural sensitivity and diverse preferences.

Pulse surveys can capture data on identity, challenges, and work barriers. Additionally, evolving talent acquisition strategies reflect younger candidates’ priorities—such as office flexibility, higher salaries, and values alignment—with a growing focus on purpose and sustainability.

Considering Values and Cultural Context

Generational and cultural differences significantly shape workplace experiences. Younger generations often place greater emphasis on values, engagement, and job satisfaction. Socio-economic factors—such as housing costs, student debt, and digital communication preferences—impact their attitudes toward work.

Recognising these factors is crucial, as younger employees often perceive their career experiences as vastly different from those of older generations. This can create divisions and misunderstandings. Social norms can be a helpful lens for exploring these differences neutrally, fostering open conversations and honest reflection.

Pulse surveys can be instrumental in understanding employee perspectives and identifying work practice barriers. Many organisations have adapted recruitment strategies to attract younger talent by prioritising flexibility, higher salaries, and strong values alignment.

The Role of Technology, Digital, and AI

With the rise of AI and digital advancements, it is essential to consider how technology impacts intergenerational teams.

Several organisations have developed “Tech Ninja” or “Digital Champion” programs, which:

• Promote digital skill-sharing across generations.
• Encourage collaboration and avoid stereotypes about technology adoption.
• Provide a structured way for employees of all ages to upskill and support one another.

One organisation worked cross-divisionally with their digital team, ensuring their initiatives were aligned with broader business objectives and maximised effectiveness.

Challenging Habitual Behaviours and Outdated Mindsets

To create inclusive workplaces, it’s vital to challenge outdated mindsets, such as:

• The belief that younger generations must “earn their stripes.”
• The notion that the past represents “the good old days.”

Instead, resilience, adaptability, and open conversations should be encouraged. Reflective discussions across generations about work values and experiences can help build mutual respect. Establishing a shared understanding of key concepts—such as loyalty, activism, belonging, and purpose—ensures that generational differences do not lead to miscommunication.

Social media perceptions also differ across generations. Older employees may see it as a leisure platform, while younger workers view it as a critical professional tool. Acknowledging these differences and focusing on shared organisational values can bridge generational gaps and promote a more inclusive culture.

The Benefits of Intergenerational Teams

Intergenerational teams offer numerous advantages, harnessing the diverse strengths, perspectives, and experiences of all employees. These teams:

• Foster innovation.
• Improve compliance and risk management.
• Prepare organisations for future challenges.
• Enhance problem-solving and decision-making.
• Promote mentorship and knowledge transfer.

Effective cross-generational collaboration not only bridges gaps but also fosters mutual respect, improving workplace morale and engagement. Ultimately, this dynamic strengthens organisations, enabling them to better serve their clients and communities while adapting to market changes.

By embracing these strategies, organisations can create an inclusive, forward-thinking workplace that values contributions from all generations.

If you’d like to learn more on generational inclusion you can sign up to our open session this month, click here to register.

Or if you’d like to know more about Steps Connects and see how we can facilitate a discussion with your organisation please contact us vis our contact page by clicking the link here.