The modern workplace has many diverse perspectives, shaped by employees spanning up to five generations. From Baby Boomers to Generation Z, each group brings unique strengths and expectations to the table. While diversity fosters creativity, it also presents challenges in communication, collaboration, and understanding.
Following Amber’s Goldman Sachs event ‘Think Differently’, Dr. Eliza Filby, a leading expert on intergenerational dynamics, explores the key to unlocking the potential of a multigenerational workforce lies in empathy and adaptability. It’s important for businesses to recognise and address generational differences, so they can transform potential friction into opportunities for innovation.
What Generation are you?
- Baby Boomers (1946–1964): Loyal, hardworking, and experienced, Boomers often value structure and stability.
- Generation X (1965–1980): Independent and ‘hands on’, they tend to prefer autonomy and straightforward communication.
- Millennials (1981–1996): Digital natives who prioritise purpose, flexibility, and work-life balance.
- Generation Z (1997–2012): Hyper-connected and entrepreneurial, this cohort thrives on technology, diversity, and innovation.
Recognising Generational differences
Older generations may prefer face-to-face meetings or phone calls, while younger employees often prefer quick digital exchanges. Communication that isn’t aligned within the workplace, can lead to misunderstandings or frustrations.
Technology can also create a digital divide. Gen Z may expect technology in the workplace and Boomers might require additional training to learn new digital tools.
A variety of employees will have different workplace expectations, such as Boomers and Gen X might prioritise job security and traditional benefits, while Millennials and Gen Z focus on flexible or remote working, mental health support and a clear sense of purpose in their work.
Dr. Eliza Filby wants to move away from stereotypes in the workplace, as generational differences should not be seen as a barrier, but as an opportunity for development and growth. Her research highlights that companies should focus the strengths such as, focusing on shared values, show empathy and create cross-generational mentorship programmes to break down barriers, allowing for younger employees to share technology expertise and for older peers to pass on institutional knowledge.
The future of Generations in the workplace?
In my opinion, companies should adopt inclusive policies and practices to tailor communication, embrace flexibility and create a workplace culture of inclusion. In today’s modern world and moving into 2025, things are changing – from varied work arrangements and hybrid schedules to using a mix of communication tools to accommodate preferences.
At Marshall Wolfe, we encompass all 5 generations and this diversity brings unique ideas, skills and different perspectives that create a dynamic and innovative workplace. As a team, we learn from each other every day, combining experience with fresh ideas to deliver the best service and results for our clients and candidates.
