Technological and demographic changes have an impact on companies and their employees. In the age of Industry 4.0, employees from the generation of digital natives are seen as the young, innovative hope for companies. In contrast, older employees are often perceived as having a poorer connection to multimedia technologies. An increasing number of older employees are retiring early, and many industries, particularly in STEM fields, are experiencing a continually decreasing average age of their workforce. However, demographic developments, combined with a steady decline and aging of the population, are leading to an increase in older employees in the labor market. In light of these issues, the question arises whether older employees obstruct technological change. Are older workers less capable of performance and innovation than younger ones? If problems in integrating older employees are evident: What methods are suitable for integrating older workers into organizational change? This paper seeks to answer these questions.