Multi-Generations in the Workplace
Most of us work with people from a variety of ages and backgrounds. While it’s not prescriptive that all people will act in alignment with their generational category, it does provide a framework for understanding how and why some people think and behave. “Generational differences are variances in lifestyles, preferences, habits, and values that were shaped by the time period in which an individual was raised. These may include an individual's political views, feelings toward money, relationship to authority, career goals, or a variety of other aspects.”
When and where you grow up shapes your identity, expectations and work style. Here are some categories that broadly categorize the different generations represented in the current workforce.
Baby Boomers (1946-1964)
The Baby Boomer generation has respect for hierarchy and authority. They appreciate mentorship, professional development, and strong leadership in the office. They value work ethic and stability and want to be recognized for their experience and contribution. They prefer face to face interactions. To support Boomers, offer mentorship roles to share their knowledge.
Generation X (1965 – 1980)
Workers from Gen X greatly value individuality and adaptability. They often seek out roles that allow them to spend more time with their families and provide work/life balance. Gen Xers appreciate direct communication, job stability and clear career paths. To support Gen Xers, provide autonomy, flexibility and opportunity for skill enhancement including leadership training and project management skills.
Millennials (1981 – 1996)
Millennials value personal connection and flexibility in the professional sphere. They are technology natives but desire continuous learning opportunities, tech training and career advancement courses. Millennials seek purposeful work and career advancement while focusing on company culture and corporate social responsibility. To support Millennials, get to know them as individuals, foster collaboration and offer regular feedback.
Generation Z (1997 – 2012)
Above all else, Gen Z employees value freedom and independence in the workplace. They seek opportunities to innovate and leave their mark within the company. Gen Zers deeply appreciate the chance to try new things, improve processes, and think outside the box. They desire flexible work schedules, fast-paced growth, technology integration and social engagement at work. To support Gen Zers ensure a tech savvy workplace, offer frequent opportunities for learning and creativity and promote individuality.
The needs of employees are universal including flexibility, recognition and appreciation, continuous learning and growth, job security and compensation, respect and connection. However, based on your stage of life, priorities shift. “For example, when you’re starting your career unencumbered by kids or family or a mortgage, the focus may be on growing your career, building social capital and finding that next cool opportunity. As you grow older and have a partner or children or elder family members to care for, the focus is frequently on doing great work with maximum efficiency and effectiveness so it can fit into all the other demands of life. And as you become more senior, the priority is frequently toward sharing what you know, mentoring, contributing to organizational memory or leaving a legacy.” (Forbes)
Whether it's working with people of different ages or cultures, we need to navigate the challenges while appreciating the different perspectives that working with other people brings. There are many benefits to working with all kinds of diversity in the workplace, age-related or otherwise. Multiple perspectives enhance learning, generate more creative ideas and improve outcomes. Multi-generational representation in the workplace allows for diverse skill sets, mentoring, collaboration and knowledge transfer. Whether it's technological skills, career advice or even personal support, having employees from different generations work closely together can deeply enrich our lives.
To navigate multi-generational challenges, ask individual employees about their expectations and preferences in communication, direction, feedback and meeting style and adjust accordingly. Encourage connection and teamwork across generations. Match your tech-savvy Gen Z employee with your experienced Boomer. They'll both learn valuable skills while breaking down generational barriers. When we lead with intentional adaptability, we create a space where each person feels valued and seen, strengths are recognized and leveraged and feedback feels personal and constructive.