Today’s professional landscape is increasingly diverse not only in terms of culture and background but also in generational demographics. Each generation has its own set of priorities shaped by their unique experiences, perspectives, work styles, communication styles, societal influences, technological advancements, and preferences. While individuals within each generation may vary in their values and priorities it’s essential for us to understand and address the generational differences in order to foster collaboration, communication, and overall productivity.
Understanding these generational priorities can help organizations tailor their policies, benefits, and workplace culture to attract, engage, and retain talent across different age groups. So, let’s unpack the generations and the trends we see…
Firstly, we have our Baby Boomers who are categorised by being born between 1946 and 1964.
While some may label this generation as ‘old school’, I see a strong theme in their commitment to innovation and bringing the workplace they inherited from their traditionalist somewhat authoritarian predecessors’ ‘The into the future. They played an instrumental part in implanting technology and building a workplace on a foundation of shared knowledge and solid values with a systematic approach.
Our Baby Booming generation has made quite a significant impact on the ‘modern workplace’ as they have moved through their working years. Many of them grew up in an era when job and financial stability were highly valued, and so, they tend to prioritise commitment and loyalty to their work and employer, favouring long-term employment with a single employer.
The ‘Boomers’ have shaped the workplace to be as it is today and in doing so have served us well but I anticipate that we will see some significant shifts in workplace cultures and expectations as this generation slowly move into the next phase of their lives, out of workplaces. Change-is-a coming…
Next, we have Generation X who are categorised by being born between 1965-1980.
This cohort represents a significant portion for the current workforce and are often seen as being independent and self-reliant. Our Gen Xers grew up during times of economic uncertainty and as a result they learnt to be adaptive and fend for themselves which fostered their resilience and resourcefulness. While digital communication is prevalent, Gen Xers still value face-to-face interactions as they recognise the importance of building relationships, reading nonverbal cues, and building relationships through in-person conversations and meetings.
In terms of culture, Gen X have promoted more of a casual atmosphere in comparison to the generations before them and favour authenticity, transparency and environments that allow for creativity and autonomy. They place a high value on collaboration and work-life balance/flexibility that allows them to prioritise their personal life.
This is our next generation of leaders and as such we should expect our employers/managers to have adjusted their expectations to align with this generation’s values – seeing more flexibility, a respect for boundaries, and a greater emphasis on collaboration and team over individuals climbing the ladders.
Then we have, Millennials who are categorised by being born between 1981 and 1996.
This generation have already influenced the ‘modern workplace’ with their unique set of values, expectations, and communication styles. They are often referred to as ‘Digital Natives’ as they grew up during the rapid expansion of technology, the internet and smartphones. As a result, they value being connected, on the go and are highly proficient in using technology for communication, collaboration, and productivity in the workplace.
Motivated by more than just the pay cheque, they have a strong desire for purposeful work, and preference for flexibility in their careers. Looking for roles and employers that align with their values and that allow them to make a positive impact on society. As the Millennials move through the workplace we see an increased demand for flexibility, diversity, inclusion and professional/personal development. I think we can expect to see a more empathetic workforce that places value on people and their impact over numbers and KPIs with this generation at the helm.
Then we have…. well, me! The unique hybrid cohort coined Zillennials who are categorised by being born between the mid-to-late 1990s and the early 2000s and are sometimes referred to as the “Cusper Generation,” as they straddle the line between millennials and Gen Z, sharing characteristics of both groups while also having their distinct perspectives and experiences.
We are digital natives who grew up with technology at our fingertips and as a result prefer digital communication (email, instant messaging, social media) and, due to living in the ‘digital age’, are accustomed to quick, informal exchanges. We value real-time collaboration, shared knowledge, regular communication, regular feedback, and recognition for our contributions.
Similarly to the Millennials, we value purpose-driven work that aligns with our values and place a high value on diversity and inclusion in the workplace. Striving for balance, we prioritise flexible working arrangements (this might be remote work options or flexible schedules) and mental health and well-being in the workplace. This generation has brought greater advocacy for people in general and work environments that prioritise well-being, and offer resources and support for mental health.
And finally, Generation Z who are categorised by being born after 1996 who are just now starting to establish themselves in the workforce.
Our Gen Zer’s grew up entirely in the digital age and are highly proficient in using technology and similarly to their Millennial and Zillenial counter parts they prefer quick, informal, digital communication and place high value on employers who give regular communication, feedback and recognition for their work.
They are willing to forge their own paths in their careers, valuing entrepreneurship and being drawn to opportunities for innovation. Gen Zer’s are likely to seek alternative employment to ‘traditional employment’ instead establishing their own businesses, by freelancing or contract working.
They are the most diverse generation yet, with a greater awareness and appreciation for diversity in all its forms and are already poised to initiate the next wave of change and make a significant impact with their digital fluency, entrepreneurial spirit, commitment to diversity and inclusion and desire for purpose-driven work and continuous learning.
Bridging the ‘generational gap’ can be difficult and hard to navigate – whether you are trying to attract a particular demographic of talent, working in or managing a diverse team it is crucial to understand what your people value, prefer and what motivates them. Looking at which generation they belong to can help inform your approach to each person. So, what can we do? Recognise the differences and lean in!
‘Leaning in’ might look like:
- Allowing for flexible working arrangements (hours and location) if your team is largely made up of Millennials.
- Implementing a regular ‘Lunch and Learn for the Zillenials and Gen Zer’s that prioritise ongoing learning and development.
- Introducing software such as Slack, Trello or MS Teams instant messaging for those who value collaboration and real time communication.
- Instigating a mentoring program that would see your more experienced generations share their knowledge with the younger generations in a face-to-face setting which satisfies both the Baby Boomers and Gen Xers preference to engage face to face and desire to lead with the Millennial, Zillenial and Gen Z values of shared knowledge and ongoing development.
It is the navigation of these generational differences that requires understanding, empathy, and a proactive approach to communication. Drive the success of your team by leveraging their strengths, allowing for their preferences and celebrating the diversity and resilience of your team in today’s ever evolving workforce.
