Generational differences in the workplace continue to become increasingly prominent as the workforce diversifies. Your coworker might not only miss the punchline of your jokes or references, but these differences can significantly impact in the workplace, from communication styles to work ethics. While these differences may be challenging, it also creates an opportunity for growth and collaboration. By embracing differences and meeting each other in the middle, companies can cultivate an efficient and inclusive culture for all employees.  

Generations in the Workplace 

The current workforce is made up of five generations: The Silent Generation (1928-1944), Baby Boomers (1945-1964), Gen X (1965-1980), Millennials (1981- 1995), and Gen Z (1996-2012). Millennials are the largest demographic group, making up over one third of the workforce. Millennials and Gen Z are developing their position in the workplace, while Gen X, Baby Boomers, and the Silent Generation are seasoned professionals in their industries. Each generation brings unique skills and experience to the table, making it essential that they all work together harmoniously.  

Key Differentiators Between Generations 

• Comfort with Technology  

Younger generations are often acclaimed for their tech savviness. Not only are these generations efficient with current technologies, but they are not afraid to learn new skills and explore new developments, such as Artificial Intelligence (AI). While Millennials and Gen Z are typically more comfortable with evolving technology, older generations are not always far behind. Different generations may utilize technology for different functions or refer to it in different ways, but the technology itself is the same.  

• Communication Preferences and Style Differences  

Millennials and Gen Z are typically more casual in their communication, often favoring instant messaging over formal emails or phone calls. Younger generations are also less likely to communicate outside of working hours to maintain work-life balance. Older generations are more likely to work or communicate outside of their set hours to get tasks done. Differences in communication preferences can be alleviated by setting clear expectations for communication including communication channels, response time, and level of professionalism.  

• Values  

Different generations prioritize different values. Gen X and Baby Boomers are more likely to remain loyal to one company, putting in overtime hours to climb the corporate ladder, with their focus being supporting their families. Younger generations tend to care more about finding an employer that aligns with their values, such as sustainability, DEI, and work/life balance, and are not afraid to switch into different roles or industries to do so. Younger generations appear to have a greater focus on work/life balance; however, many individuals in older generations also prefer flexibility at work. 

How to Collaborate Effectively 

• Drop the Stereotypes  

The first step in effective cross-generational collaboration is dropping the stereotypes. Younger generations are often called lazy, unprofessional, or job hoppers, while older generations are stereotyped as being inept with technology and social issues. Rejecting these false stereotypes creates a positive space for communication and collaboration.  

• Understand Each Other’s Strengths and Struggles  

Each member of a team comes with their own skills, interests, and preferences. It is up to a company’s leadership to recognize the individuality of each coworker and find a compromise so that the team works cohesively, rather than accommodating each individual’s preferences. 

Learning where each other’s strengths lie allows teams to collaborate more efficiently. While Gen Z and Millennials may have less experience than older generations, they are energetic, adaptable, and talented at developing new skills. Gen X and Baby Boomers hold years of experience, wisdom, and leadership, giving them the knowledge to handle a variety of issues.  Recognizing where team members’ strengths and weaknesses lie is crucial for assigning roles, projects, and other responsibilities.  

• Communication  

Clear communication is a vital function of any team, no matter what generation it is comprised of. Generational differences in communication style, channels, and response times can be mitigated by setting clear expectations. Keeping an open dialogue on each other’s values, ideas, and differences allows team members to feel like they have a voice, creating a positive and productive work environment.  

• Find a Common Goal 

While values and communication styles may differ between generations, having a common goal can help bridge these gaps. In the workplace, the entire team’s goal should be to further the success of the company. Each team member must work together to reach that goal.  

• Team Building  

Team building activities can get all generations together outside of their regular work duties. These activities allow team members to not only learn about each other but also create a sense of community in the workplace. Another form of team building is through mentorships. Members of any generation can be a mentor; older generations offer expertise in their industry while younger generations offer a new voice and technical skills.  

What Happens When Collaboration Doesn’t Work?  

Is the generational gap simply too wide? What happens if teams can’t find middle ground? If your team cannot find a common objective to work towards, it may be time to assess and redefine your company’s culture. Defining clear goals and expectations helps guide what work needs to be done and how. Ensuring that your employees feel heard and supported boosts morale, which encourages everyone to work as a team. If you’re struggling with workplace conflict, check out our recent article on how to handle it here: De-escalating Desk Drama: How to Deal with Workplace Conflict – Lever 1 

Generational gaps in the workplace generate both challenges and opportunities. While varying communication styles, values, and interests may create conflict, differences can help foster growth and collaboration. By embracing our differences and finding a common goal, organizations can build a strong, efficient, and cohesive workforce. 

Jordan Hammack | Director of HR Services  

Jordan provides multiple years of both management and HR experience. Throughout her time in these positions, she found her passion was providing support and resources to employees and management alike. At Lever1, Jordan leads new client implementation and assists new companies in establishing policies and procedures, a company handbook, job descriptions, training and development, and more.