5 Generations in the Workplace: How to Communicate, Collaborate and Succeed

For the first time in U.S. history, there are five generations in the workforce at the same time. They include Traditionalists (born between 1928 and 1945); Baby Boomers (born between 1946 and 1964); Generation X (born between 1965 and 1980); Millennials (born between 1981 and 2000), and Generation Z (born between 2001 and 2020).

This milestone is largely the result of people living longer, thanks to advances in healthcare, along with the desire to work later in life, partially a result of economic uncertainties that have delayed retirement plans.

Managing a multi-generational workforce can present challenges due to different work styles, expectations and communication preferences across generations. Each generation brings different values to the workplace that have been influenced by such large-scale events as economic recessions, periods of war, an unprecedented pandemic and developments within technology.

Not only are their values different, but each generation also communicates in its own way. Appreciating and optimizing those differences is a key first step to building a cohesive and collaborative work environment — where people feel empowered and confident.

One of the most obvious challenges with a multi-generational team is technology. Younger employees who have grown up with the internet, laptops and cellphones are more inclined to adopt technology at a rapid pace. They are excited about new technology and seek additional ways to incorporate it into their lives.

But, for some members of the Baby Boom generation, new technologies and systems may not be as intuitive or even overwhelming. Their perspective on technology often includes a focus on practical application, which can balance the tech enthusiasm of younger employees.

Understanding todays’ multigenerational Workforce

While Traditionalists today make up a very small percentage of the workforce, Millennials overtook Baby Boomers as the largest generational cohort in the workplace in 2015, according to the U.S Census Bureau. So much has been written about Baby Boomers and how they compare with Millennials — that it’s sometimes easy to forget that there are two other generations in the workforce.

Gen X is often characterized as the “middle child” generation, sandwiched between the larger Boomer and Millennial cohorts; while Gen Zers – or the “digital natives” – are increasingly receiving more attention from researchers, media and advertisers.

Learning from and appreciating one another

Diversity in age can sometimes create conflict, frustration or a sense of failure in a work environment. Sometimes, what is “different” is mistaken for “worse” when really, it’s just another way of doing things. Experienced staff might see younger colleagues’ methods as rushed or lacking detail, while younger generations leverage their tech skills to find efficient solutions quickly, often in less formal or remote work settings and see veteran staff as too rigid or formal. Both approaches reflect different workplace values and strengths.

Savvy supervisors will recognize that all generations have their strengths and all possess knowledge, regardless of how long they’ve been in the workforce. Leveraging the strengths of multiple generations in the workplace and encouraging each to learn from one another is key to building a culture of respect and success.

What’s the difference?

The differences between the generations also appear in what they are looking for in an employer and what will make them want to stay. Research by McCoy Rockford suggests that Baby Boomers prioritize qualities like quiet, privacy, and high-quality meeting rooms. Lowest on their list of priorities is having an engaging workplace. Millennials, on the other hand, ranked these qualities exactly the opposite.

Research by The Muse indicates that Gen X values independence and appreciates having the freedom to make decisions and take ownership of their work. They are motivated by work-life balance and prefer environments that allow them to manage their own projects without constant oversight. In contrast, Gen Z thrives in flexible, tech-savvy environments with a mix of collaborative and quiet areas. Understanding these preferences can help employers design workspaces that cater to both generations, fostering productivity and satisfaction.

Focusing on Similarities

That’s not to say that these widespread generations have nothing in common or nothing to build upon. Regardless of age, employees like recognition for good work and to have the chance for autonomy and growth. They seek out companies that can help them realize the American Dream, even if that dream may be defined differently by each generation.

Recognizing common ground is a great way to bridge gaps between generations. Mentorships provide a path forward for passing down learned skills and aged wisdom. But the best mentorships work both ways, because there is a lot that Boomers (and yes, even Gen X) can learn from their younger colleagues.

Multigenerational Workforce Isn’t going Away any time soon

Multiple surveys have revealed that Baby Boomers will be working for far longer following the global recession. As a result, many of them will remain in the workplace for at least five more years.

That gives employers ample time to perfect their communications and management styles in such a way that it inspires employees of all ages and levels to bring out the best in everyone.

Tips for effectively communicating with a multigenerational workforce

To be effective, communication must resonate. It must address what matters most to the listener. That can be a challenge with multiple generations in the workplace. But here are a few tips for effectively communicating with employees regardless of their age, experience or perspective:

• Prioritize understanding of each generation’s preferred communication channels.
• Use a variety of communications methods, including face-to-face meetings, emails and digital platforms, to communicate clearly and concisely. This should be done to drive alignment and/or cohesiveness amongst the team.
• Respect individual differences and boundaries while encouraging intergenerational learning.  This could be as simple as creating project teams with members who represent multiple workforce generations.
• Avoid harmful stereotypes that can create an “us vs. them” mentality.
• When introducing new programs, policies or procedures, make sure you engage employees across all age groups.
• Demonstrate that you embrace diversity by creating events or initiatives that promote open dialogue for employees to learn more about each other, i.e. traditional celebrations, tips for success, etc.
• Emphasize team accomplishments vs. those of an individual so as to not alienate anyone. The key to building a great culture is to always focus on the team before the individual.

The bottom line: Start by recognizing and accepting the differences and building upon the similarities. Rather than looking at different as a challenge, treat it as a new opportunity for learning and growth, because different can open the door to innovation … no matter your age.