5 Generations in the Workplace: How to Manage Them All

Imagine the average work meeting. Who’s in the room?

Chances are, you’re picturing a group of people your age. But the real-world workforce comprises more than just one generation. Generation Z is just entering the office, and some older workers have yet to retire.

Different generations in the workplace may sound like a disadvantage. A 25-year-old and a 59-year-old have vastly different life experiences, soft skills, and perspectives, which could make it hard to find common ground.

But generational diversity is a competitive advantage when you treat everyone’s strengths and weaknesses with respect and care. And when you find value in everyone’s perspectives, you’ll see stronger teamwork, productivity, and creativity.

Let’s explore what makes each generation tick and how to unite everyone toward the same goal. 

How many generations are working in the workplace? 

As of 2023, there are five generations in the workplace: traditionalists, baby boomers, Generation X (Gen X), millennials, and Generation Z (Gen Z). These categories cover everyone between the ages of 16 and 75, which the Bureau of Labor Statistics (BLS) breaks down into even further categories by decade. 

Every generation has something unique to offer the workplace environment. Older generations generally bring industry knowledge and experience, while younger generations contribute forward-thinking new ideas and innovation. 

A baby boomer might have fine-tuned soft skills, like effective negotiation or public speaking, with decades of life experience to support them. Someone part of Gen Z, having launched their career amidst disruptive technological shifts and a global pandemic, may be more adept at adapting and thinking outside the box. But these attributes vary from person to person.

If your team has members of varying ages, understanding generational differences in the workplace can help you build a more cohesive and respectful environment. And being aware and empathetic of different work styles replaces implicit bias with better communication and team collaboration. 

What are the 5 generations in the workplace?

The five generations are traditionalists, baby boomers, Generation X (Gen X), millennials, and Generation Z (Gen Z). The cutoff years and attributes of each vary from source to source, but here’s a refresher based on a Beresford Research report: 

1. Traditionalists: Also known as the Silent Generation, this group was born between 1928 and 1945 during the Great Depression and World War II. Although the youngest members are in their late 70s, they’re steadily growing in the workforce as fewer retire. According to the BLS, around 12% of people above 75 will actively participate in the workforce by 2030. That’s a jump from just 5% in 2000. 

2. Baby boomers: Born between 1946 and 1964, many baby boomers retired during the pandemic and continue to free up jobs for younger generations. On average, boomers held 12 jobs over their lifetime — only half of which were after the age of 24. Their loyalty to their positions gives them a deep understanding of their job role and chosen industry. 

3. Generation X: Gen X was born between 1965 and 1980. They were “latchkey kids” during childhood and are known for their independence. They grew up in a time when more women swapped domestic roles for the job market, so many were home alone after school before both parents returned from work.

4. Millennials or Generation Y: Born between 1981 and 1996, millennials sit on both sides of the technological shift. They were born before the popularization of the internet and personal computers. The Great Recession, a tough job market, and high student loans defined many millennials’ entrance to the workforce.

5. Generation Z: The newest working generation, this group was born between 1997 and 2012. Gen Zers are digital natives, coming of age with cell phones, social media, and rapidly developing new technology. They represent over one-fourth of the American population and are the most diverse generation in US history.

Managing different generations in the workplace: What you need to know

Everyone in each generation has positive personality traits that make them unique. But if you want to understand more about their general roles at work, here’s everything you need to know about what motivates different generations in the workplace.

1. Traditionalists

While traditionalists represent a small percentage compared to other age groups, the number of people over 75 who work is growing as of 2023. Retired workers from this may actively serve on boards or act as mentors to take advantage of their extensive experience. 

• Values: Traditionalists uphold work values like loyalty, respect, and discipline. They often grew up with more conservative social norms and prioritize hard work and attention to rules.

• Ideal work environment: Structured and stable work environments help traditionalists excel. They appreciate clear expectations and fixed work schedules. 

• Work style: Traditionalists might be used to transactional leadership: you perform your job in exchange for a paycheck without too much emotional investment. They appreciate hierarchies and procedures and prefer to separate personal from professional. 

• How to retain: Traditionalists offer a wealth of know-how and experience to teach younger workers in mentor-mentee relationships. Recognizing their contributions and involving them in decision-making can engage them. 

2. Baby boomers

While many boomers have already reached retirement age, many want to continue working. But in the coming years, you may see them shifting toward less demanding job roles and fewer hours.

• Values: Baby boomers didn’t switch jobs often throughout their careers. They value hard work and paying their dues, adopting the previous generation’s desire for authoritative leadership styles and a sense of duty. 

• Ideal work environment: They don’t always need constant feedback or micromanaging from higher-ups. Boomers will likely assume the ship is on track unless authority lets them know otherwise.

• Work style: Structure, clear goals, and specific deadlines will keep baby boomers advancing toward objectives. They’re ambitious — and although they don’t need a lot of back-and-forth from their teams, they appreciate the recognition of their work. 

• How to retain: Baby boomers find motivation from rewards more than personal recognition. Bonuses, clear paths to promotions, and professional development opportunities can keep them happy and engaged with their work. 

3. Generation X

Gen X represents a break from the traditional work culture that defines many older workers. They have a strong work ethic but welcome more flexibility, changing social roles, and informal work styles. 

• Values: Diversity and personal development are more important to Gen X than loyalty to a company’s interest. They’re often skeptical of authority and believe competence is more important than rank. Likewise, they’re faster to leave their job for a new one when their goals don’t align with the company’s.

• Ideal work environment: Gen X workers are usually more comfortable with telecommuting and flexible work schedules. They value work-life balance and prefer efficiency so they have more time for their personal lives. 

• Work style: They’re independent and adaptable. They engage with immediate and clear feedback and prefer efficiency over form — phone calls, face-to-face communication, or email all work.

• How to retain: Gen X usually appreciates multi-generational, collaborative environments. They also value a mixture of meaningful work and family over an intensive career. Strong personal development initiatives can help keep retention high.

4. Millennials 

Older millennials started their careers at the beginning of the Great Recession and have since experienced high student loans, inflated living costs, and global crises. With that in mind, it makes sense that they often find motivation in financial stability and job security.

• Values: Most millennials want to be a part of something bigger than profits. They value sustainability, work-life balance, and a sense of belonging in their professional lives. 

• Ideal work environment: Many millennials excel when they see a clear path toward career growth. Professional development, promotion opportunities, and team building activities are all important to their employee experience. 

• Work style: Flexibility and work-life balance are often large parts of the millennial work style. Freedom to manage their schedules, pursue remote work opportunities, and find time for self-care is key to avoiding burnout. 

• How to retain: Millennials usually seek job security and employee value propositions that promise substantial benefits, like healthcare, tuition assistance, and wellness programs. But money and perks usually aren't enough to retain millennials. A mix of financial security and goal-setting give them a sense of purpose. 

5. Gen Z

As of 2023, the oldest members of Generation Z are just entering the workforce. They’re generally entrepreneurial, independent, and competitive, but they best engage with businesses that believe in sustainable, socially responsible practices. 

• Values: Gen Z often yearns for personal connection in the workplace. Empathy, open communication styles, and attention to mental health are among their top priorities. While they don’t readily connect their profession to personal identity, they want to have open conversations with management and colleagues about their personal values.

• Ideal work environment: For Gen Z, company culture should reflect diversity, equity, and inclusion. Many younger employees seek non-traditional work schedules and flexible, remote work opportunities. 

• Work style: Most people in this generation prefer video calls, 1:1 meetings, and social activities that build stronger interpersonal relationships. 

• How to retain: The Gen Z workforce wants security through job training and attention to their mental health. Mentorships, wellness programs, and career development opportunities are all ways to engage Gen Z. 

How to close the generational gap

It’s easy for different generations to get lost in their differences. But like other types of diversity, you can harness and find the good in age gaps. Here are four ways to create a strong, multigenerational team:

1. Hold training sessions

For different generations in the workplace, training is a tool to unite older and younger groups. Everyone has plenty to teach one another. Baby boomers can provide insights about industry or job-specific skills, while Gen Z can create pathways to better inclusion and diversity. 

Consider horizontal exchanges of information by encouraging team members of each generation to lead training sessions based on their skills and expertise. It establishes an open learning environment and shows younger employees that their participation matters.

2. Open up communication

Ask team members what communication methods they prefer, and be open to different formats. Email, group chats, and in-person meetups are all strong in their own right. Finding something that works for everyone spares miscommunications and tells them that the team values their communication style. 

3. Don’t judge

Generational experiences guide work preferences and perspectives. Keep an open mind, and listen actively to best understand where people are coming from. Team development exercises, collaborative work, and upward communication all help squash biases and encourage cross-generational teamwork. 

4. Rethink benefits

Age could influence the benefits that matter most to workers. Employee feedback surveys and in-depth exit interviews are great ways to ensure that everyone in a multi-generational workplace has what they need.

Different is good

Having several generations in the workplace teaches everyone to be more open and foster understanding. It unites varying perspectives, experiences, and skill sets, enriching all team members' potential for learning and growth. 

But getting past the differences requires work. Implicit bias, differing communication styles, and work preferences can crash into one another when you don’t acknowledge them. Developing transparent communication and empathy bridges the gap.