In a small or medium-sized enterprise, the human team is one of the most valuable resources. Each person contributes their experience, vision and way of working, and when these differences are linked to age, we speak of intergenerational teams. The coexistence between different generations in the same company, from veteran workers to new incorporations from Generation Z, offers a unique opportunity to combine knowledge, innovation and adaptability. Knowing how to manage this diversity is key to achieving a richer and more productive work environment.
The value of senior talent
People over 50 or 55 years old continue to be a fundamental asset in the Galician productive fabric. With decades of experience behind them, they know the sector, the market, the clientele and the company’s own history in depth. Their capacity to solve problems, foresee risks and transmit knowledge is a strategic resource that is often wasted due to a lack of adapted management policies.
Betting on senior talent in SMEs means:
- Avoiding the loss of key knowledge.
- Providing stability to teams.
- Improving decision-making with a long-term vision.
- Fostering the mentoring of new hires.
Practical ideas:
- Creating internal mentoring roles.
- Leveraging their knowledge to train other colleagues.
- Involving them in continuous improvement processes and procedure reviews.
The incorporation of younger generations
The younger generations, such as Generation Z (born from 1996) or Generation Alpha, arrive in the working world with new expectations, advanced digital skills and a very different vision of work and labor relations.
These people value flexible hours and work-life balance, prefer collaborative and horizontal cultures, advocate for the social and environmental impact of companies and have a great capacity for learning and technological adaptation.
What can Galician SMEs do?
- Create spaces where they can propose ideas and improvements.
- Boost their involvement in digital transformation projects.
- Encourage their training and evolution within the company, without pigeonholing them.
Cross-training: intergenerational learning
One of the most effective ways to enhance generational diversity is to promote cross-learning. Younger people can teach the use of new digital tools, while senior staff can transmit methodologies, sector knowledge or key social skills.
This type of bidirectional training:
- Reinforces team spirit.
- Reduces prejudices and improves internal communication.
- Helps adapt the company to changes without losing its essence.
- Specific proposals:
- Create intergenerational pairs or groups for specific projects.
- Hold “skills exchange” sessions.
- Encourage dialogue spaces where all generations can express their ideas.
In short, age diversity in SMEs is not a problem to be managed, but an opportunity to be enhanced. Each generation brings complementary values, visions and skills, so betting on intergenerational management means building stronger, more adaptable teams that are more capable of facing current and future challenges.
At the Economic Office of Galicia we encourage companies to develop policies that recognize and enhance this generational richness, as part of a strategy focused on people, innovation and sustainable growth.
