Demographic change is leading to a shift in the age structure of the German workforce. The proportion of older employee groups now predominates, and up to six generations bring their diverse perspectives and needs to the workplace. The ability of companies to maintain performance and innovation depends crucially on the optimal utilization of this age-diverse workforce. Jutta Oertel examines how companies can effectively manage these generational structures and relationships. Through a theoretical analysis and an empirical study, she develops a generational model as a reference point for economic and interdisciplinary generational research. Additionally, the author creates a cross-industry, application-oriented catalog of solutions for companies.