Communication styles may vary between the generations, simply because Millennials have tools that didn’t exist for older generations. A Silent worker is much less likely to communicate via text messages because she came to maturity when the telephone was becoming the norm. A Boomer may have a foot in each camp, and will use texting while preferring the telephone. Gen-Xers and Millennials may consider texting the norm, even if they work a few feet away from one another. As you work with people you will begin to identify their preferences – if you’re not sure, ask them. You might be surprised when your older colleague asks you to send her a text -- or the recent college grad in the cubicle next door asks for a face-to-face meeting.

the stereotypes of each generation are just they generally play by the rules and are conservative. Baby Boomers were born during 1946 - 1964; they are usually willing to work long hours and like clear goals. Gen-Xers, born after 1965, tend to be independent and value work-life balance. Millennials, the youngest group of workers, aged 35 or younger, are often multitasking techno-geeks who always have a finger on an electronic gadget of some sort. Although stereotypes can be helpful in illustrating the generations, each person is still an individual who can differ considerably from the stereotype.

Organizations that use telecommuting for their employees get the benefit of of having a bigger and diverse workforce. This also means they will be able to produce more as a company with a bigger workforce. At the same time, employees who are working from home will get satisfaction of being able to work from home. This will benefit the organization itself because having satisfied workers means higher productivity. 

The practice of multi-generational workplace mentoring offers many advantages. In a mixed-age workforce where companies value knowledge, experience and skill above age, seniority or gender, employees of all ages have the opportunity to teach, share and learn from one another.

Educating multi-generational employees on the attributes of each other increases respect and productivity. When a company is able to mine the strengths of each age group and use that information to teach others, everyone benefits. For example, the work ethic of the older population is well-documented; illustrating this quality to the younger crowd can have a meaningful effect on product quality and customer service. On the other hand, the younger generation's embrace of technological innovation can be used to improve a fearful older employee's skill set.

Young professionals grew up in a high-tech world and have greater familiarity with business technology tools compared to their more mature counterparts. While all age demographics must embrace technology in the professional world to communicate and effectively reach customers, a workforce that contains tech-savvy employees has a definite advantage over companies that employ only mature workers.