How to Mind the Generation Gap in the Workplace
Boomers are stubborn and tech-averse. Gen X is jaded. Millennials are lazy and entitled. Gen Z only cares about TikTok.
Take it from Agatha Christie in The Herb of Death: "Assumptions are dangerous things."
When it comes to the generational divide in the workplace, conflicts can arise when we make these types of baseless assumptions and buy into tired, potentially ageist stereotypes about how people from specific generations think, work or communicate.
But generations are not a monolith.
“I know that 80-year-olds text message and 23-year-olds crochet blankets.” This quote comes from Leah Georges, PhD, a Creighton University professor and foremost researcher in organizational psychology.
In her enlightening TEDx talk called “Navigating the Multigenerational Workplace: Shoulder Pads Not Required," Dr. Georges challenges the very notion of generations, arguing that, ultimately, “people are people,” and we’re more similar than not. In her research, she’s found that employees of all ages want the same things, such as flexibility, appreciation and work that matters to them.
A recurring theme in her talk is treating our coworkers as individuals and “meeting them where they are,” rather than boxing them in based on preconceived notions of how someone from a particular generation thinks and acts.
In this post, we’ll explore more of Dr. Georges’ tips and insights for improving cross-generational relationships. But first, let’s cover some definitions surrounding generations and ageism in the workplace.
What Are the Generation Names and Years?
In the United States, these are the generally accepted labels and birth years for various generations:
The Silent Generation | born 1928–1945 | known as The Silent, Traditionalists
The Baby Boom Generation | born 1946–1964 | known as baby boomers, boomers
Generation X | born 1965–1980 | known as Gen X, Gen Xers, Latchkey Generation
Millennial Generation | born 1981–1996 | known as millennials
Generation Z or iGen | born 1997–2010 | known as Gen Z, Gen Zers
Generation Alpha | born 2010–2025 | known as Gen Alpha
To put some of this into perspective, the oldest boomers are over 76, the oldest millennials are over 40, and the oldest Gen Zers are over 25.
Millennials make up the largest percentage of the U.S. labor force at 35% (as of 2017 Pew Research Center data). Projections show that the workforce in 2030 will likely be made up of a combination of approximately two-thirds millennials and Gen Zers.
Chances are, you work with someone from a different generation than you now—and you likely will in the future. That's why it's important to recognize our age-related biases and learn how to overcome them.
What Is Ageism?
Ageism is our behavior and thoughts about others (and ourselves) based on age. It manifests itself in the following ways:
Stereotypes – How we think about others based on their age
Prejudice – How we feel about others based on their age
Discrimination – How we act toward others based on their age
It’s important to note that age discrimination in the workplace is illegal, and workers over 40 are protected by federal laws.
Examples of Ageism in the Workplace
Ageist behavior can be conscious or unconscious, but it’s important to recognize it either way. These examples typically arise from unfair assumptions made about coworkers/employees based on their age, and they never benefit individual relationships or the employer.
Not interviewing/hiring someone because you assume they’re overqualified or under-qualified based on their age
Passing on a raise or promotion for someone because of their age
Not inviting certain people to team social outings because you assume they won’t want to or can’t come
While ageism can impact employees of all ages, older employees are typically the ones affected negatively by it.
So what can we do to combat ageism, challenge our assumptions, and foster a healthy workplace environment that encourages participation and perspectives from employees of all ages?
Let’s unpack some more of Dr. Georges’ advice.
How to Improve Cross-Generational Relationships
For Dr. Georges, the answer is simple: “Meet people where they are. Individualize our approach.” We should strive to focus less on the idea of generational cohorts and more on the lived experiences of the individuals that we work with.
Here are some key takeaways from her talk:
Explore someone’s “only-ness.” One of the best actionable tips Dr. Georges gives is grounded in the idea of “only-ness,” the unique perspective/trait/talent that each individual possesses. She urges people in the workplace to do the following: “Pick a person, and explore their ‘only-ness.' Figure out what they bring to work that no one else can bring to work, because that’s what makes work richer.”
Don’t wait for formal training. Learning and teaching moments can happen in the elevator or in a quick Teams/Slack chat. A question as simple as “Why’d you come to work today?” can open the door to learn about our coworkers as individuals, and it will likely help you find some common ground to develop a deeper relationship.
Practice “generational humility.” We all experience the world through one particular lens, but by actively trying to understand someone else’s perspective—their lens on the world—we gain a better understanding of actions that might otherwise puzzle us. In other words, stay curious about your coworkers!
We all have more in common than we think. When we stop assuming things about our coworkers and start figuring out what makes them tick as individuals, we all stand to benefit in our personal and professional lives.
Here are just a few examples of the benefits of these workplace relationships:
Benefits of Cross-Generational Relationships
For older workers:
Learning about new educational opportunities/certifications that will keep them relevant
Maintaining visibility to be considered for priority projects and promotions, especially when working with a primarily younger workforce
Staying up-to-date with the latest platforms and technology
For younger workers:
Finding a career mentor who has "been there, done that" and can provide invaluable guidance
Learning how to navigate workplace politics
Discovering a new career path that might not have been on their radar
So next time you find yourself making an assumption about a coworker based on their age, start a conversation with them instead. It will only serve to benefit you both.
Additional Sources
SHRM, “How to Manage Intergenerational Conflict in the Workplace"
Forbes, “It’s Not Them It’s You: How to Improve the Workplace Generation Gap”
Over50tv, “How To Recognize Ageism In The Workplace”
Forbes, "Cross-Generational Networking Is A Win-Win For Employees And Their Organization. So Why Don’t We Do It?"