Secure successful as young and old knowledge and are innovative in times of shortage and the pressure to act in terms of generation management and mixed-age teams is so great that many companies are hardly more around impending obsolescence. However, deterred many companies from these topics. Many companies promise by mixed-age teams primarily a transfer of know-how from old to young. This overlooks the chance that knowledge transfer is a two-way street, but also should be transferred from young to old”, says the Ratinger generations expert Ralf Overbeck, who accompanied mixed-age teams in companies as a coach. The cooperation between the old and young or young and old is also fraught with many false expectations.
You can not simply place an older employee and a younger employee in an Office”and self leave, so Overbeck, two employees must be what the other generation can do better or did made in advance aware.” The younger needs to understand which Services and skills the elders have developed without AIDS, such as Google, Facebook, Wikipedia & co. And the elder must realize that marked the lives of young people by rapid technological change and they have to deal daily with the short half-life of knowledge. Managers and experts of generation must therefore enlighten in advance. If no one accompanied the multigenerational teams and developed, there is the danger that young and old working briskly past each other. A successful collaboration between young and old requires mutual respect and appreciation and can be processed not only over the head.