Managing different generations in the workplace – what you need to know
For the first time in history, we have five generations working together in the workplace. That’s an incredible opportunity to share skills, perspectives and experiences but it can also present challenges if we don’t manage those differences with care and understanding.
So, how do we close the generational gap and make the most of this diversity? Let’s explore.
What are the Five Generations in the Workplace?
• Traditionalists / Silent Generation (born before 1946)
• Baby Boomers (1946–1964)
• Generation X (1965–1980)
• Millennials / Gen Y (1981–1996)
• Generation Z (1997 onwards)
“While it’s useful to understand the broad traits and life experiences that may have shaped each group, it’s important to remember that people are individuals first. Which leads us to an important point.”
The Stereotype Trap
It can be tempting to fall back on labels when discussing generations, but stereotypes can be harmful and age is often overlooked when considering inclusion.
We see these stereotypes reinforced daily in the media:
• Younger generations are portrayed as “sensitive and not hardworking.”
• Older generations are dismissed as “stuck in their ways and not good at adapting to new technology.”
This plays into biases and reinforces divides. And yes, in the workplace, they often show up as microaggressions:
• “Gen Z are always glued to their phones.”
• Using the term “boomer” or “snowflake” as an insult.
• Job adverts describe the culture as “young and vibrant.”
• Jokes about older people not being able to use technology.
• “Millennials are entitled.”
None of these helps build trust or collaboration. Instead, they create barriers.
Communication Struggles Across Generations
One of the biggest challenges we see is communication. With digital tools and platforms evolving at speed, long-serving employees may have had to adapt their communication styles many times throughout their career. At the same time, it’s wrong to assume that all younger employees instinctively know how to use every new platform.
It’s not just the “how,” it’s also about:
• Tone and formality: some prefer formality, others favour a more relaxed style.
• Language: slang, acronyms, or jargon can all be confusing, depending on who’s in the room.
• Inclusivity: the words we use in areas like diversity and wellbeing have evolved, and not everyone may be familiar with the latest terminology.
The key is to recognise these differences and treat everyone as the individuals they are not let them become barriers to grouping employees into certain categories.
The Benefits of a Multigenerational Workplace
Despite the challenges, a multigenerational team is a huge asset.
• Diversity of perspective: Different generations bring fresh ideas, new ways of thinking, and unique life experiences.
• Better problem-solving: A mix of innovation and wisdom helps us make stronger decisions.
• Learning opportunities: Knowledge flows both ways, long-serving employees pass on industry expertise, while younger employees bring fresh skills and ideas.
When we embrace this mix, we create workplaces that are not only more effective but also more representative of the clients and communities we serve.
Tips for Managing an Intergenerational Workforce
Here are some practical ways to manage and celebrate age diversity in your organisation:
1. Make benefits flexible
Offer a “pick and mix” approach so employees can choose what suits them best, whether that’s health and wellbeing perks, financial benefits, volunteering, or social events. Ask your employees what benefits would be of value to them.
2. Be inclusive and unbiased
Remove age indicators where possible during recruitment. For example, do CVs need dates of education – do you need a certain amount of ‘years’ experience for someone to feel useful?
3. Listen
Include age in diversity surveys and hear what your employees think across different age groups.
4. Encourage different communication styles
Recognise that there’s no single “right way” to communicate. Provide messages in different formats and keep them accessible. Again, ask your employee what is their preferred communication style? Bespoke this to each individual if possible.
5. Be flexible and understanding
Different stages of life come with different needs from caring responsibilities to health. Check in regularly and support flexibility where you can.
6. Create opportunities for learning
Set up cross-generational mentoring. Encourage knowledge sharing in both directions. Make sure your inclusion and diversity training includes age as a characteristic.
Closing the Generational Gap
When managed well, a multigenerational workforce is one of the biggest strengths your business can have. By avoiding stereotypes, encouraging open communication, and creating space for learning, you can close the gap between generations and build a workplace where everyone feels valued.
At My HR Hub, we support organisations to create inclusive workplaces where every generation thrives. If you’d like to find out more about how we can help, get in touch we’d love to hear from you.
