Everyone seems to be talking about intergenerational teams right now.
With Boomers delaying retirement, Gen Z entering the workforce, and everything in between, there’s no shortage of opinions on how to make it all work.
But what if we’re looking at it the wrong way?
Instead of focusing on age differences, maybe it’s time we explored the role of personality and how it shapes the way we collaborate, communicate, and contribute at work.
By reframing the conversation, we could help teams move beyond generational assumptions and start focusing on what really matters.
Beyond labels: what the research tells us
A 2020 review by Rudolph and colleagues highlighted that many so-called generational differences are overstated, and often not supported by evidence. What really drives how we behave at work, they argue, are individual personality traits, not just the era we grew up in.
It makes sense. Two people in the same age group can have wildly different approaches to planning, communication, and problem-solving, while two people decades apart in age might find they work in very similar ways.
Understanding those behavioural preferences is the key to unlocking smoother, more productive collaboration.
What personality adds to the picture
Let’s take a few typical workplace dynamics, the kind often chalked up to age:
- Someone jumps into new projects with loads of enthusiasm, keen to try new approaches and get things moving quickly.
- It’s easy to label this as youthful exuberance, but it might actually be a reflection of a high Energy personality, regardless of age.
- Another colleague prefers to take their time, weigh up the risks, and follow a clear process before making a decision.
- That could be seen as an older worker resisting change, but in reality, it might stem from high Control or lower Energy, traits that are just as common in younger professionals.
- One team member thrives in back-to-back meetings, loves bouncing ideas around, and gains energy from face-to-face time.
- We might assume they’re from a generation that values in-person interaction, but it could simply be a high Affection or high Energy personality at play.
- Meanwhile, another colleague prefers asynchronous communication, focuses best when left alone, and finds constant collaboration draining.
- Rather than being seen as disengaged, understanding their independent, task-focused preferences (often seen in lower Affection profiles) paints a far more accurate picture.
- And when it comes to motivation, some people are fuelled by shared goals and collective wins, while others are driven by individual progress or personal recognition.
- This isn’t generational, it’s personality.
When teams take the time to explore personality differences, they can shift from frustration to understanding. It’s no longer about “young vs old,” but about how people naturally approach their work, and how to make those styles work better together.
Building Stronger Intergenerational Teams
Research shows that teams with strong interpersonal traits — such as empathy, supportiveness, and a cooperative mindset — tend to perform better in times of uncertainty or stress (Lim et al., 2022). In Facet5 terms, this often shows up in higher levels of Affection and Trust, where people are more naturally attuned to collaboration and emotional awareness. This feels especially relevant now, as many teams navigate rapid organisational change, new ways of working, and constantly evolving roles.
In these environments, emotional intelligence and adaptability, qualities often linked to personality, become critical. A team made up of people who understand and value each other’s natural preferences is better equipped to handle ambiguity, manage stress, and respond to challenges constructively.
The diversity of generations in a team can be a huge asset, but only when there’s also psychological safety. That means creating space where differences in working style, pace, communication, and motivation aren’t just tolerated but actively explored and appreciated.
Creating that space doesn’t have to be complicated. It starts with curiosity, conversation, and a willingness to look beyond assumptions, age-related or otherwise.
A Final Thought
Multigenerational teams aren’t going away. If anything, they’re becoming the norm. And while age brings experience and context, it’s personality that shapes how we work together day to day.
When teams understand each other’s natural preferences, for pace, structure, interaction, and emotion, they can stop working against each other and start building on each other’s strengths.
Whether through formal tools or informal conversations, bringing personality to the table is one of the most powerful steps a team can take toward better collaboration.
