The challenges of managing multi-generational workplaces are nothing new. But the issues seem more challenging than ever to navigate today, given the vast differences in formative life experiences, expectations, and characteristics of Baby Boomers, Generation X, millennials, and Generation Z.
Understanding the differences in communication styles and preferences between Boomers, Xers, Millennials, and Gen Z in the workplace is vital to maximizing business performance and minimizing friction. The obstacles are considerable, but the potential benefits include improved retention, engagement, and collaboration.
This post details the characteristics and communication preferences of the different workplace generations and how some of those elements came to be. It will explore the business impact of managing a multi-generational workforce effectively and the risks of getting it wrong. Most importantly, it will provide practical guidance for successfully managing these distinct generations.
Understanding the Generational Landscape at Work
The generational groups currently in the workplace are defined as:
- Baby Boomers, born between 1946 and 1964. While most of this age group have now retired, Boomers still comprise 15% of the U.S. labor force.
- Generation X, born between 1965 and 1980. They account for nearly a third (31%) of all U.S. workers.
- Millennials, born from 1981 to 1996. This is the largest age cohort in the workforce today, making up 36% of all employees.
- Gen Z, born between 1997 and 2012. In 2023, this age cohort passed Boomers in terms of workforce share, and now accounts for 18% of all employees.
Understanding how life experiences in their formative years shaped these generations’ differing attitudes toward work and communication preferences is vital for creating a cohesive team environment. Leaders should explore how activities to improve communication skills in the workplace can help.
Formative Years: Baby Boomers
Boomers came of age during the turbulent 1960s and inflationary 1970s. In the workplace, the notion of spending one’s entire career at the same company was disappearing. Boomers were the first generation to use personal computers at work; the Apple I was introduced in 1976, and the first IBM PC came out in 1981.
Formative Years: Gen X
Key events during Gen Xers’ formative years included the energy crisis, the fall of the Berlin Wall, and the space shuttle Challenger disaster.
Regarding the workplace, “Gen X’s are flexible, independent, skeptical, and technologically savvy. They are also increasingly the BOSS in today’s organizations.”1
Formative Years: Millennials
Among the big events during Millenial’s young lives were the dot-com boom (and bust), the 9/11 attacks, and the Great Recession.
Rapid advances in digital technology were key developments that impacted Millennials’ work and personal lives. Even the oldest Millennials were still in their early teens when Internet access became widespread and their early 20s when cell phones became popular.
They value perks like professional development training and healthcare coverage, as well as autonomy (72% would like to be their own boss someday).
“57% of Millennials are very happy at work—making them the happiest generation,” and “60% of Millennials find great meaning and purpose at work—making them the most-fulfilled generation.”11
Formative Years: Gen Z
As the first truly digital-native generation, members of Gen Z (as well as younger Millennials) are tech-savvy and think digital first in the workplace. But they’ve also experienced digital technology as a double-edged sword. Online gaming and social media have increased feelings of isolation.
Arguably the most impactful event in Gen Z’s lives—the COVID-19 pandemic— also enforced separation. COVID impacted their high school, college, or early career years, or a mix of those. Gen Z workers “have been shaped by their environment, including a Great Recession in childhood followed by a global pandemic during high school or college.”3 Many Gen Zers “entered the job market during the post-pandemic labor shortage, a period marked by soaring salaries and a turnover tsunami that led to short job tenures for many,” while “many graduates missed key early work experiences like internships, which limited their exposure to workplace dynamics and professional etiquette.”
Characteristics of Baby Boomers, Generation X, Millennials, & More
Understanding each generation’s common workplace characteristics, priorities, attitudes toward work, and communication styles is vital to creating a positive, productive workplace culture and helping employees build collaborative relationships.
Key Characteristics: Baby Boomers
“Roughly a third of Baby Boomers (born between 1946 and 1964) described themselves as responsible, cooperative, and dedicated. Meanwhile, Gen Z, millennials, and Gen X agree that boomers are responsible. Millennials…add dedicated into the mix.”2
Boomers are the most formal of the four generations in the workplace in terms of communication and also the most likely to prefer face-to-face conversations.
Key Characteristics: Gen X
“Generation X sits as the ‘middle child,’ and like the stereotypical family dynamic, are hyper independent. Currently, more than half of Fortune 500 CEOs are part of Gen X, as are many of the movers and shakers in the tech world.”4
Members of Generation X “are adaptable, resilient, and independent, stemming from a common experience of growing up with parents who worked full-time. They are innovative problem-solvers and self-starters.”13
Members of Gen X are OK with email or face-to-face communication but don’t like to waste time. Their emails can be terse, and they don’t like meeting when an email will suffice.
Key Characteristics: Millennials
“Millennials are…moving into management and leadership roles. They look for unique work experiences, trustworthy managers, convenience, and jobs that provide purpose-driven work. In surveys, millennials described themselves as hardworking. In fact, every generation described millennials this way.”4
“The majority of millennials choose face-to-face communication when given the option…(while) 35% choose email or texting as their preferred method.”14
Key Characteristics: Gen Z
Gen Z is “the most entrepreneurial and socially conscious generation…They are the first generation to prioritize mental health and wellness, they vote in droves when it comes to sustainability and climate change, and will be the first generation to write their college applications or cover letters with advanced technology like generative AI…”2
“Over a third of Gen-Zers described themselves as hardworking. Millennials agree, but they are the only generation to do so…Gen Z was more likely to be described as lazy or selfish by other generations.”
Gen Z workers prioritize their employer having a social purpose and aligning with their values. This age group is also “the most ethnically and racially diverse generation that values working in diverse, inclusive workplaces.”
As digital natives, this generation is the quickest to embrace new technology. They are also the most assertive, which can get them labeled as “spoiled” or “needy” by older generations. But Gen Zers just see this as standing up for themselves.
Communication Preferences by Generation
Generational differences during their formative years influence the workplace communication preferences of each age cohort. Mismatched communication styles can lead to misunderstandings and even conflict.
To prevent such issues, it’s vital that employees at all levels and in all generations learn about these differences and try to respect them. Personality assessment workshops like Myers-Briggs Type Indicator (MBTI) Training or a DiSC Workshop can help teams understand and adapt to communication preferences based on personalities and generational differences.
Baby Boomers’ Communication Style
Boomers tend to prefer formal, hierarchical communication methods. They appreciate face-to-face conversations and well-defined communication processes.
Boomers “tend to favor auditory interactions, such as in-person meetings or phone calls, where the nuances of voice and a personal connection can convey sincerity and commitment.”12
Generation X’s Communication Style
Generation X values direct, concise, and independent communication in the workplace. Gen Xers generally take a more balanced approach to using both traditional and digital communication channels than Boomers.
In terms of communication style, they’re less formal and hierarchical than Boomers. They’re comfortable with email as well as face-to-face communications.
Millennials’ Communication Style
Millennials tend to favor frequent feedback and quick, tech-driven communication. They’re fine with email but rely more on collaborative, open communication platforms like Slack, Teams, or texting.
Generation Z’s Communication Style
Members of Gen Z often prefer fast, digital-first communication methods, such as texting, social media, and instant messaging platforms. They value authentic, transparent communication and are comfortable multitasking across various digital tools.
Members of Gen Z and young Millennials have the highest dissatisfaction with the quality of leadership in their industry of any age group.5
Bridging the Gap Between Generations
While differences in communication styles between generations are inevitable, communication conflicts in the workplace are not. Leaders can take action to help employees across generations recognize, respect, and adapt to these differences.
6 Tips for Managing Generational Communication Differences in the Workplace
Effectively managing communication across generations is essential for helping teams work together better and staying on track to meet organizational goals. Here are six practical steps leaders can take.
Competition to Collaboration® to incorporate learning about generational differences.
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Combine training sessions to educate employees about generational communication differences with professional development.
“Both millennials and Gen Z value learning that takes them a step closer to achieving their ambitions. For Gen Zers, their primary motivation lies in bettering themselves. One report found that 80% of Gen Z workers would prefer a job that allows them to explore many new skills…91% of Millennials consider the potential for career progression when choosing a new job.”2
Older workers also appreciate learning new skills. One practical approach is to work with Best Corporate Events to customize a training program like Igniting Team Performance®.
Educating employees not only about what these differences are but also why they exist provides valuable context and encourages empathy. Help employees of different generations learn from each other in small, multi-generational breakout groups. “Learning from one another can transform multigenerational workplaces into rich environments of shared wisdom and innovation.”2
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Encourage “communication preference check-ins” during onboarding.
Addressing communication styles and preferences demonstrates professional respect and can help avoid misunderstandings or conflicts. New employee onboarding and orientation should address new employee communication and interaction skills as well as preferences.
“They [Gen Z] don’t know basic skills for social interaction with customers, clients, and co-workers, nor workplace etiquette…As a result, it is up to the company to properly onboard the new employee and give ample training. In addition, the boss needs to act as a coach as well as a manager.”6
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Don’t sweat the petty things.
Think hard about your company’s “non-negotiables” when it comes to employment policies, and which aspects are just part of respecting differences.
One key example is your approach to remote work; while many companies are implementing return-to-office (RTO) mandates, and with solid reasons, providing employees with some flexibility in balancing remote with in-office work can have significant impacts on employee happiness, engagement, and retention.
“In a tight labor market, perks like a more-casual dress code…can have a significant impact on recruiting and retention…Some values, however, like punctuality and workspace cleanliness should remain important to respect colleagues’ valuable time and mutual space.”7
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Tailor communication formats (emails, messaging apps, meetings) based on generational preferences, and provide the tools.
Invest in company-wide collaboration tools that accommodate multiple communication styles. Leaders should model behavior that demonstrates mutual respect by using each employee’s preferred communication medium whenever feasible while also establishing that they will share certain types of information through the most appropriate channels—such as email for longer, group announcements, and in-person meetings for team project check-ins.
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Create mixed-generation mentoring programs to share perspectives.
Don’t limit your organization’s approach to mentoring to just senior employees coaching newer, younger workers. Instead, develop ways for your people in different age groups to mentor each other.
As noted above, Boomers and older Gen Zers have the unfortunate but common experience of being impacted by age-related stereotypes to bond over. Older employees have experience and wisdom to share with younger Millennials and Gen Z, while those generations have valuable perspectives and knowledge (beyond just digital technology use) to share with their more senior colleagues.
Organizations should engage in two-way mentorship, which is “similar to reverse mentorship but with the opportunity for both sides to learn and grow.”8
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Host engaging team building events to build workplace relationships and communication skills.
Between a third and one-half of all respondents said they’d rather use a robot or AI to do a job, hire a freelancer or retiree, or even leave a position unfilled rather than hire a recent graduate.9 Why the resistance to hiring Zoomers?
“According to the research, 52% agree or strongly agree new college graduates don’t have the right skill sets. Additionally, 55% agree or strongly agree with the idea that new grads don’t know how to work well on a team, and 49% agree or strongly agree they have poor business etiquette.”15
All professional team building activities help participants improve communication, collaboration, and problem-solving skills—while building stronger relationships with coworkers and having fun!
For example, in our Bridge to the Future and Pipeline programs, small teams each build part of the final assembly while collaborating with other teams to ensure that every component fits together in the end.
For an added dimension of meaning and emotional impact, charitable corporate social responsibility (CSR) programs like our Bike Build Donation® or Mini-Golf Build and Food Donation combine all the benefits of team building with giving back to the community—perfect for idealistic Gen Zers.
To counter these perceptions (laziness, unprofessionalism, poor communication skills), young job seekers should focus on building soft skills like communication, teamwork and time management.10 Again, team building can be part of the solution for teaching teamwork and time management, particularly corporate scavenger hunts.
The Business Impact of Addressing Generational Communication
Aligning communication across generations can positively impact business outcomes, from enhancing collaboration to improving employee satisfaction and boosting productivity. Here’s a closer look at six benefits of understanding and addressing generational communication differences in the workplace.
- Reduced Workplace Conflict: Alleviating risks stemming from misunderstood communication can prevent unnecessary workplace conflict.
- Strengthened Relationships Among Team Members: Understanding generational differences is essential for bridging ambitions, aligning values, and cultivating a culture of respect and growth across age groups.2
- More Innovative Ideas: Diverse teams enhance innovation, Diversity includes more than race, ethnicity, life experience, and gender. Age plays a key role in diversity in the workplace.
- Increased Retention and Engagement: Employees who feel heard and respected are more likely to stay. Keeping workers of all generations engaged is “part of the evolution that businesses have to undertake if they want to be competitive in attracting and retaining the best talent.2
- Less Formality in the Workplace: Gen Z is making the workplace more casual, and not only in terms of dress codes. “This is not just another trend that will fade; it is a structural change in the way business is conducted.”5
- More Effective Onboarding: New employee orientation should include team building to kickstart workplace relationships across generations, along with practical guidance and non-tangible skills such as problem solving and workplace collaboration.
Implementing Solutions with Best Corporate Events
Professional development training and team building activities offer fun and effective ways to help bridge communication gaps in the workplace. Best Corporate Events offers more than 120 programs that enhance employee engagement and communication, and can be customized to meet your organization’s specific goals.
These programs range from team building events that emphasize communication across age groups like Momentum or our Go-Kart Competition to purposeful CSR programs such as Hydroponics for Hunger to our tech-enhanced City SmartHunts®.
Flourish as a Multigenerational Workforce
If generational differences in the workplace today seem more extreme than in the past, it’s partly explained by the immense differences of their formative years. Boomers and even most Gen Xers were well into adulthood before the Internet, cell phones and social media became ubiquitous. Members of Gen Z not only grew up with the technology but key parts of their young lives were disrupted by a global pandemic.
By understanding and addressing generational differences in communication style and preferences, organizations today can build incredibly strong and innovative teams—combining the energy and tech savvy of younger workers with the wisdom and perspective of their more experienced colleagues.
Leaders can take proactive steps toward fostering an adaptable, inclusive, and productive communication environment through effective onboarding, ongoing training, investing in a flexible communications infrastructure, and using team building and social events to strengthen cross-generational workplace relationships.
To find out more about how tailored corporate team building, CSR events, and professional development training can improve intergenerational communication and collaboration in your workplace, contact Best Corporate Events – let’s talk!
Sources:
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- https://managementisajourney.com/fascinating-numbers-15-influential-events-that-shaped-generation-x/?srsltid=AfmBOoqmO2bOY2up2_C9Kimm7GDctseUT1V1UbWYbPsVy1cAi8YWsEHn
- https://www.fastcompany.com/91219406/the-ultimate-guide-to-navigating-a-multigenerational-workplace
- https://www.bizjournals.com/bizjournals/news/2024/04/11/genz-workers-remote-salary-boomer-millennial.html
- https://www.fastcompany.com/90801901/gen-z-x-millennials-boomers-job-performance-survey
- https://www.bizjournals.com/tampabay/news/2024/12/17/gen-z-business-cutlure-work-millennial-gen-x.html
- https://www.msn.com/en-us/money/careersandeducation/companies-are-firing-gen-z-employees-soon-after-hiring-them-what-s-behind-their-job-struggles/ar-AA1siHPk
- https://www.bizjournals.com/tampabay/news/2024/07/29/gen-z-workplace-dress-code-business-casual.html
- https://www.fastcompany.com/91109680/how-to-be-a-better-manager-to-gen-z
- https://www.bizjournals.com/tampabay/news/2025/01/14/hiring-jobs-market-ai-college-grads.html
- https://www.msn.com/en-us/money/careers/1-in-6-us-companies-are-reluctant-to-hire-young-americans-in-their-20s-cite-their-laziness-and-lack-of-professionalism-what-s-behind-this-alarming-trend/ar-BB1rmE59?ocid=nl_article_link
- https://www.forbes.com/sites/jackkelly/2021/11/15/which-generation-is-the-happiest-at-work/
- https://executive.berkeley.edu/thought-leadership/blog/enhancing-intergenerational-communication
- https://stayinthegame.net/remote-work/generational-communication-styles-at-work/
- https://choicespsychotherapy.net/millennials-and-communication/
- https://www.bizjournals.com/milwaukee/bizwomen/news/profiles-strategies/2025/03/genz-job-interviews-failing-hiring-managers.html?page=all
Read the extended edition of this post in our Generational Communication Differences eBook!
