The Association Blog

Expert tips for engaging with others and effectively working across generations

Baby Boomers, Gen X, Millennials and Gen Z are all present in today’s workforce. While age diversity can be a huge benefit to teams at work, you may find yourself struggling to work with or connect with those from a different generation. These differences can also mean different communication styles and different world views. It can be tough to find your footing on teams with generational divides.

It’s not a unique problem. In his session at The Association’s 2024 Annual Conference, generational consultant Phil Gwoke acknowledged these challenges—and emphasized that in order to be effective leaders, we all must be willing to adapt to changes in how we motivate and support Boomers vs. Gen Z, or Millennials vs. Gen X.

According to generational theory, as Gwoke explained it, every person has unique characteristics developed during their formative years. As we’re shaped and molded by life experiences, these experiences differ vastly depending on the generation you’re born into.

Baby Boomers had the Vietnam War and The Beatles, while Gen X witnessed the Challenger explosion and were dubbed “latchkey kids.” Millennials grew up in the age of social media and were exposed to the concept of terrorism early on as a result of 9/11, whereas Gen Z, the most racially and ethnically diverse, are also the first digital natives.

All of these life events and experiences have influenced what these generations value. How can you adapt your approach and communication style to ensure everyone is on the right (and same) track? Gwoke shared some practical examples for how to engage with others and effectively work across generations, examples of which are outlined below:

Baby Boomers

• When collaborating with Boomers, lean toward a professional, well-organized demeanor.
• Be mindful of their respect for existing workplace structure.
• Boomers value interpersonal communication; “small talk” isn’t small.
• Deliver feedback to Boomers 1:1 and in private.
• Show respect by putting in the time; prove that you’re willing to go the extra mile.

Generation X

• Give them some space; Xers have an independent and self-reliant spirit.
• Anticipate Xer skepticism and push-back.
• Be transparent to build credibility and trust with Xers.
• Xers value efficiency in their work, so stick to essentials and have meetings with a clear purpose.
• Keep Gen X engaged, involve them in succession planning discussions, and help them develop new skills.

Millennials

• Allow some work/life flexibility where reasonable; it’s a priority for Millennials.
• Be open to the collaborative process.
• Provide opportunities for Millennials to share their ideas with leadership.
• Provide feedback in real time, and a roadmap for improvement.
• Let them know how their work is impactful to the organization and beyond.
• Prepare for informal, authentic communication.

Generation Z

• When recognizing their performance, show the meaning behind the reward. This will make the incentive more transformational, less transactional.
• Gen Z is new to organizational structure; let them know how the company is laid out and who to go to for help.
• This risk-averse generation wants to meet your expectations; be clear about them.
• Let Zers know there’s a learning curve, and it’s okay if they’re not perfect right away.
• Give Zers the opportunity to collaborate not only in person, but virtually as well.

We’re pleased to extend an invitation from Gwoke and his team of generational experts to help your team work better together: Use the code AAWA to receive for 20% off all BridgeWorks engagements in 2025. Learn more about BridgeWorks.