Supportive Communications for a Multi-Generational Workforce

Understanding generational differences in the workplace matters if you care about reaching your team where they are, in the moment.  I’ll share an overview of how different generations process information, what motivates them, and their preferred communication methods so you can improve the connections in your organization. 

I would like to state very clearly that I am not attempting to lump everyone together in each of these groups.  Many hold characteristics that fall outside of their defined generation.  This article is meant to offer some broad thoughts that might help leaders hone in on better ways to motivate, connect and share information with employees. 

I hope to share ideas for communicating to a multi-generational workforce to build a supportive envitorment where everyone feels valued, repsective and included.

Baby Boomers (Born 1946-1964)

These employees have the most experience and many have retired from full-time work.  The workplace they were part of early on was very different from what we know of work today.  Loyalty is probably the best descriptor for the Boomer generation’s approach to work.  Many households were able to purchase homes, cars, and live comfortably on only one income.  Boomers benefitted from pensions, more so than younger generations.  However, many Boomers had to work beyond their planned retirement age due to inflation, healthcare costs and the great recession in 2008.

When it comes to processing information, Boomers value face-to-face interactions and prefer traditional communication methods.  This group likes in-person meetings and discussions.  And they appreciate detailed explanations and context along with formal, structured communication. 

If you want to motivate this generation, you must recognize that Boomers have respect for authority and hierarchy.  They expect recognition for their experience and expertise.  This group values opportunities to mentor younger colleagues.

When it comes to receiving information, this group prefers face-to-face conversations, phone calls, written memos, instructions, and emails.

TL/DR: Boomers care about what needs to get done, and they want to follow standardized processes to get it done efficiently. This group expects high-quality in their work, doing a good job they can be proud of.  They appreciate hierarchies and have no problem following instructions from superiors.

Generation X (Born 1965-1980)

Gen X focuses on both what needs to be done and how to accomplish what they are delivering. They bridge the gap between older and younger generations in terms of technology adoption and communication styles.  Gen X can figure out how to get things done, they are big on process improvement, problem solving and don’t like being micromanaged.

Gen X processes information using both digital and traditional media.  Their early careers had minimal, but established digital access.  Gen X is versatile when it comes to getting things done, with minimal assistance or hand holding.  They have been pushing forward through their work and personal lives since they were young.  This generation appreciates clear, concise information and they value independence in problem-solving.

If you want to motivate Gen X workers, they are raising families and helping aging parents which means they are looking for work-life balance.  They seek for opportunities for professional and skill development, in addition to challenging work.  Financial stability and job security are important to this group, and they have been largely (especially of late) disappointed by the lack of job security.  More than ½ of this generation doesn’t have enough savings to retire.   

Gen X appreciates receiving communication via email, text messages for regular updates but prefers face-to-face meetings for important discussions. 

TL/DR: Gen X figures things out.  They are comfortable with technology, but want to be part of a conversation when significant decisions need to be made.  They don’t need close supervision and appreciate training, development and continuous improvement. 

Millennials (Born 1981-1996)

Millennials are particularly concerned with the "why" behind tasks and how their work impacts the world. They value purpose and meaning in their careers.  They’ve grown up with technology and are very comfortable in the digital world.  Millennials don’t have access to pensions and have experienced high inflation and high debt due to student loans.  This generation is split on their feelings about retirement – with about 56% feeling underprepared with their retirement savings and the rest saving over the long term, believing time is on their side.  Most Millennials don’t believe social security will be available for their retirement. 

This group processes information differently than older generations, they are comfortable with digital platforms and multitasking.  They prefer visual and interactive content and expect immediate access to information. 

Employers looking to motivate Millennials, provide them meaningful work that aligns with personal values.  They seek opportunities for growth and development and seek work-life integration and flexibility. 

When communicating, Millennials look to instant messaging and texting.  They frequently use social media platforms and expect video calls and virtual meetings regularly.

TL/DR: Millennials fit their work into their lives.  They prefer to have flexibility to include their lives in their days at work and they tend to allow their work to seep into their lives.  They haven’t known life before Google and expect all information to be available at their fingertips.  Millennials want purpose in their lives and in their work, they believe climate change is a major crisis and want to work for companies that do good and give back in meaningful ways.

Generation Z (Born 1997-2012)

As digital natives, Gen Z is highly comfortable with technology and values authenticity and diversity in the workplace.  They are the most confident generation about their retirement prospects and 44% of Gen Z plans to retire before they turn 60.  They have long-term savings goals already started.  They are the youngest generation in the workforce today.  Despite their confidence, they have higher debt than prior generations and less savings based on their age.  Nearly 30% of Gen Z are living paycheck to paycheck. 

When Gen Z gets information, they are adept at processing multiple streams of information simultaneously, but prefer bite-sized, visual content.  They expect instant access to information.

To motivate this group, offer opportunities for creativity and innovation.  Employers should provide diverse and inclusive work environments.  They’re looking for job security and financial stability. 

Gen Z uses social media and messaging apps as a preferred communication method.  They regularly expect video content and live streaming as well as collaborative digital platforms.

TL/DR: Gen Z regularly uses the instant information, and can juggle many streams of data coming their way simultaneously.  They are fully immersed in the digital landscape and expects bite sized information in all their communications.  They seek out collaborative spaces where they can remain both engaged and entertained while taking in information. 

By recognizing and respecting each generation's unique perspectives and preferences, companies can foster better collaboration and engagement across their workforce.