How can you thrive when you work in a multigenerational field service team? What do you need to know and think about? What are the different generations you will encounter at work in 2025?

In today’s fast-paced and increasingly interconnected work environment, multigenerational teams are more common than ever, especially in field service roles that require a blend of hands-on experience, technical skills and customer interaction.

As of 2025, it is not unusual to find five different generations working side by side.
Each brings its own set of values, expectations, communication styles and approaches to problem solving.
Understanding how to work effectively with colleagues from different age groups is not only important for team harmony but also crucial for personal development, customer satisfaction and overall operational efficiency.

Ways to Work in a Multigenerational Field Service Team

Introduction

This article will explore who these generations are, what motivates them and how you can thrive in a diverse workplace by fostering mutual respect, adaptability and collaboration. Through practical advice and real-life examples, we will uncover the tools and mindset needed to turn generational differences into strengths.

Understanding the Generations

Before outlining the strategies for success, it is important to understand the makeup of a multigenerational workforce in 2025. Here are the five groups.

1. Traditionalists (Born before 1946)

Although few remain in active field roles, some traditionalists continue to contribute in part-time or advisory capacities. They value loyalty, discipline and a strong work ethic.

2. Baby Boomers (Born 1946 to 1964)

Often in senior or supervisory roles, Baby Boomers tend to prefer face-to-face communication and value experience, hierarchy and commitment.

3. Generation X (Born 1965 to 1980)

Frequently acting as a bridge between older and younger workers, Gen Xers are independent, pragmatic and comfortable with technology.

4. Millennials (Born 1981 to 1996)

Also known as Generation Y, they are now well established in the workforce. They tend to value work-life balance, purpose-driven work and prefer digital communication.

5. Generation Z (Born 1997 onwards)

The newest entrants to the workforce, Gen Z employees are digital people who prioritise flexibility, inclusivity and rapid feedback. They often seek meaningful engagement and learning opportunities.

Strategies for working in a Multigenerational Field Service Team

Recognising these generational traits can help teams function more cohesively and enable you to tailor your communication and collaboration style accordingly.

Embrace Mutual Learning

One of the greatest strengths of a multigenerational field service team is the wealth of knowledge it contains. Traditionalists and Baby Boomers offer decades of practical experience and historical insight. Millennials and Gen Z bring fresh perspectives and technological fluency. When multigenerational field service team members are open to learning from each other, everyone benefits.

An example

A young field technician struggling with troubleshooting complex legacy equipment can turn to a senior colleague who has worked with that technology for years. Conversely, that senior technician might learn how to use a new App for logging service requests more efficiently from their younger co-worker.

Tip

Encourage informal mentorships in a multigenerational field service team. Pair newer employees with more experienced ones and foster a two-way exchange of skills and knowledge. Create a team culture where questions are welcomed and knowledge sharing is routine.

Adapt Communication Styles

Communication preferences vary widely among generations and this is evident in a multigenerational field service team. Baby Boomers may appreciate phone calls and face-to-face updates, while Millennials and Gen Z often favour instant messaging, email or collaboration platforms.

An example

A project manager who insists on daily in-person meetings may find disengagement from younger team members who prefer digital check-ins. By offering hybrid communication options, such as a shared chat channel combined with weekly video calls, the multigenerational field service team can remain connected and aligned.

Tip

Be observant and adaptable in your communication in your multigenerational field service team. Ask colleagues how they prefer to receive information and try to meet them halfway. Clear and respectful communication reduces misunderstandings and builds trust.

Focus on Strength-Based Roles

Rather than viewing generational differences as limitations, experienced and intelligent managers and team members can match roles and responsibilities to individual strengths.

An example

A Gen X worker with strong organisational skills might lead a scheduling initiative, while a Gen Z team member proficient in mobile technology could take charge of updating the digital toolkit.

Tip

Get to know your teammates’ unique abilities and passions. Create opportunities for everyone in your multigenerational field service team to shine in their area of expertise. This approach not only improves efficiency but also increases job satisfaction.

Provide Flexible Training Opportunities

Different generations have different learning preferences. Some prefer structured classroom settings, while others learn best through videos, apps or on-the-job experience.

An example

When introducing new software for field reporting, offer a choice of training materials: a printed manual, a step-by-step video tutorial and an in-person walkthrough. This accommodates all learning styles and helps ensure better adoption across the team.

Tip

Be proactive in seeking out training that suits your learning style. Likewise, support colleagues who may need more time or a different approach. Patience and encouragement go a long way in promoting continuous learning.

Respect Work Values and Expectations

Work ethic, loyalty, flexibility and career aspirations can vary significantly across generations. Baby Boomers may value long hours and organisational loyalty, while younger generations may prioritise work-life balance and career progression.

An example

Tension can arise if a Gen Z worker finishes their tasks quickly and logs off promptly, while a Baby Boomer supervisor expects them to stay visible until the end of the shift. Open conversations about expectations can help align perspectives.

Tip

Do not assume that others view work the same way you do. Instead, foster open dialogue about expectations, performance and goals. Flexibility and understanding help reduce conflict.

Create an Inclusive Team Culture

An inclusive team culture values every voice, regardless of age or experience level. Generational diversity should be celebrated, not hidden. Inclusive practices reduce bias, improve collaboration and strengthen morale.

An Example

During team meetings, ensure that everyone has an opportunity to contribute. Avoid making age-related jokes or assumptions. Encourage recognition of contributions from all levels of the team.

Tip

Be an advocate for inclusion by modelling respectful behaviour and calling out generational stereotypes when they arise. Promote team bonding activities that cater to a wide range of interests.

Leverage Technology to Bridge the Gap

Technology can often highlight generational differences, but it can also bridge them. Tools like shared digital calendars, mobile work apps and video conferencing can support collaboration across age groups.

An example

A shared project management platform allows every team member to track tasks, leave updates and share feedback in real time. This reduces reliance on memory or verbal updates and creates a transparent workflow.

Tip

Embrace digital tools even if they are outside your comfort zone. Ask for help when needed and offer support when you can. Technological confidence grows through practice.

Encourage Cross-Generational Feedback

Regular, constructive feedback helps individuals grow and strengthens team performance. In multigenerational teams, feedback should go both ways.

An example

A Millennial might appreciate praise for innovative thinking, while a Baby Boomer might value acknowledgment of consistent effort. Each generation can also benefit from insights on how their approach impacts others.

Tip

Give and request feedback in a respectful, non-judgemental way. Focus on behaviours rather than personalities and aim for continuous improvement rather than criticism.

Conclusion: Turning the Diversity of a Multigenerational Field Service Team into an Advantage

Thriving in a multigenerational field service team is not about changing who you are. It is about recognising that diversity in age, background and perspective is a strength, not a barrier. By being open-minded, communicative and respectful, you can help create a team that leverages its differences for greater performance, innovation and satisfaction.
In 2025 and beyond, success in field service will depend not just on technical skill but on human connection. Embrace the richness of your multigenerational field service team and watch how it transforms everyday challenges into shared victories.

Further reading

How to become a Field Service Manager or Team Leader
FSEs make your work life balance the best in 2025

If you have any questions about how to manage a multigenerational field service team, or you are hiring to expand your Field Service Engineering Team, you can ask any questions in the form below.