Navigating Communication Dynamics in Age-Diverse Teams

Ageism might be the elephant in the room in internal communications. Too often, older professionals are quietly sidelined—seen as “out of touch” or “too traditional” just because they’ve been around longer. Their depth of experience, institutional memory, and resilience in a crisis get overlooked in favour of chasing the latest shiny tool. At the recent Communications Leadership Summit in Brussels 🇧🇪 organised by Mike Klein, IABC Fellow, IABC EMENA and Strategic, I was part of an insightful discussion around ageism. Many felt that older people were perceived as too expensive in a profession where we are always having to justify the value we bring. But ageism works both ways. We noted that we had seen younger colleagues dismissed as “green” or “not strategic enough,” even when they bring sharp insights into digital culture, emerging channels, and fresh creative thinking that organisations badly need. We might also be prejudiced in thinking younger people are better at adapting to new technology like AI, but it was noted that AI is now taking away a lot of the work that used to be done by junior comms people meaning that younger people need to adopt a new approach to finding work. The truth is perhaps simply that our teams do best when they blend both young and old. So how do we make sure we’re not unconsciously excluding talent on either end of the spectrum? 1. Challenge your assumptions. Don’t let stereotypes drive hiring or project allocation—test whether your perception is based on evidence or bias. 2. Mix up project teams. Create deliberate intergenerational collaboration so people can share skills both ways. 3. Mentor in both directions. Reverse mentoring works: younger colleagues help with emerging tech, older colleagues offer strategic and political nous. 4. Value impact, not age. Measure people by the outcomes they deliver, not the years they’ve worked. 5. Audit your culture. Are subtle jokes, comments, or policies privileging one age group over another? Internal comms is about connecting across differences. That starts in our own teams.

Age is just a number, but respect is everything. Growing up in Asia, I was taught to bow to elders and speak only when spoken to. That's our culture, right? But here's what I learned training teams in the modern workplace: A 22-year-old taught me how to automate my reports in 10 minutes → Something I'd been doing manually for 5 years A fresh graduate showed me how to leverage AI tools → Cutting my content creation time in half My intern explained TikTok marketing strategies → Opening up a whole new customer segment The truth? Respect isn't about age anymore. It's about: • Acknowledging diverse perspectives • Creating psychological safety • Valuing different skill sets • Learning from everyone • Building mutual trust The most successful teams I've seen embrace this two-way respect: • Seniors bring experience • Juniors bring fresh perspectives • Together, they become unstoppable Your team's next breakthrough might come from your youngest member, so don't dismiss them! What's the most valuable lesson you've learned from someone younger than you? Share below! 👇 #Respect • #5GLeader • #GenZSkills• #Culture • #Generations • --- I’m Vivek Iyyani. I write about bridging generational gaps, empowering managers to foster mutual respect and solve communication challenges across multi-generational teams.

I didn’t think I’d experience that again until I stepped into the lift the other day and saw a group of Gen Z employees chatting away. There was a pause. Someone gently nudged the other. And just like that, the conversation softened. It made me smile. Not because anyone did anything wrong, but because it reminded me just how much workplace dynamics have evolved. We’re all part of the same team. But we come from very different timelines, with different expectations, preferences, and ways of communicating. I’ve had to unlearn a few things. Like how direct I tend to be. Or how I used to believe work needed to “look” a certain way. Now, I try to tailor my communication depending on who I’m speaking with. We try to give people the freedom to work in ways that bring out their best. And we’re intentional about blending age groups within teams - because knowledge transfer goes both ways. The experienced bring perspective. The younger ones bring clarity and speed. And somewhere in the middle, we find a rhythm that actually works. It’s not about managing generations. It’s about understanding people. And sometimes, even a short elevator ride can remind you how far we’ve come. #WorkplaceCulture #PeopleAndCulture #GenZ