Why:

• For Millennials especially, who are now the largest generation in the workplace, teamwork is a key workplace value. (https://www.forbes.com/sites/adp/2016/04/13/3-innovative-concepts-to-increase-collaboration-in-the-workplace/\#7ae52d3e782a\)

How:

Cross-team collaboration

• Research by Robert Half indicates that 39 percent of employees struggle with "learning to interact with a variety of personality types." Employees need the tools and knowledge to work with individuals with a wide variety of communication and working styles. This need only becomes more pressing in a global workforce.

  • Enterprise social networks (ESNs), department-wide social activities and frequent team flexibility can protect against the negative impacts of tribalism. Freibergs writes that "tribalism starts when employees and leaders view their organization as divisible and compartmentalized." Strong feelings of team loyalty aren't always a bad thing, but they can have a negative impact on cross-team work. Leaders should strive to develop a spirit of oneness for the entire organization.

Department-Wide Communication

• Cross-departmental conflicts can be a barrier to workplace productivity and employee engagement. Granicus

  reports that organizations with highly effective means of communication are "4.5 times more likely to have engaged employees." HR can minimize the friction between departments by helping employees share priorities and goals. Your teams should communicate well in advance of urgent deadlines that require collaboration. When employees have the ability to look far into the future and communicate their needs to their colleagues, they may be able to exceed expectations and be more productive.

Inter-Generational Cooperation

• The workforce is now made up of four different generations — with four different approaches to work.

  BizJournals recommends considering age diversity in the same vein as other forms of workplace diversity, including "gender, ethnicity, race, and religion." By providing opportunities for cross-generational collaboration, such as official mentor pairings, HR teams can prepare workers of all ages for productive relationships.

  • Exercise we did during Leading People session to find similarities and differences

• In addition to cross-generational teams and relationships, SweetRush recommends leveraging a panel of age-diverse employees to develop training materials. By capturing the expertise of both older and younger workers, HR leaders can ensure that each generation's needs are accounted for.