I’ve heard many stories about generations throughout my professional life. I’ve told more than a few myself – about entitlement and youth, about maturity and readiness for change. How can we foster better intergenerational communication? How can we speak so that all generations listen? And how do we connect different generations in the workplace to truly benefit from diversity?
Intergenerational Communication – Why It Should Be More About Listening Than Speaking
In my work, I listen. I often listen and am left rubbing my ears in astonishment. Recently, I heard a story about an intern who replied to important messages with just a thumbs-up. (Yes, the 👍 emoji.)
Such responses left managers feeling not only disrespected but deeply disappointed in the younger generation.
In my professional life, I also talk. I talk about generations, just as I did during a series of presentations I once gave in small towns across Poland. My task was to convince local business owners that working with young people is worthwhile. These meetings were attended by both young employees and local employers, and there I was – with arguments defending Millennials (who at the time were the youngest generation in the workforce).
After one of my talks, there was a discussion. I remember a manufacturing business owner launching into a tirade about how useless young people are – that they are entitled, lazy, have much to learn, and that “life will show them.” Only when they wise up, he said, would he consider hiring them. The young people in the room were listening, and I still wonder if, once they wised up, any of them applied to that employer.
Intergenerational Communication Fails When We Assume We Know Better
This is how it often goes between generations – we lack mutual respect. Older generations often assume that younger ones disrespect them, while they themselves frequently discriminate against younger people, making unfair judgments about them.
We lack empathy and understanding, but we have plenty of opinions, stereotypes, and labels we attach to each other, which leads to conflict and misunderstanding.
Younger people feel discriminated against by older generations, who don’t appreciate their potential, don’t give them autonomy, and don’t let them make decisions. Meanwhile, older generations feel overlooked in the job market and disrespected by job listings seeking “young and dynamic teams” or by media persistently labeling them as “seniors.”
Do Generational Definitions Help or Hurt?
There are currently four generations in the workforce: Baby Boomers (55+), Generation X (ages 40-55), Millennials (in their 30s), and Generation Z, the youngest group in the job market. Defining these generations helps us understand the differences between them, but it can also lead to harmful stereotyping.
Do generational definitions help intergenerational communication?
Yes, if we use them wisely. These definitions can help us better understand the circumstances in which different generations grew up and the events that shaped their values and approach to life.
No, if they are used to label and stereotype. Generational definitions are helpful, but only if they aren’t used to oversimplify or reinforce our own misunderstandings of other groups.
Why Do We Need Better Intergenerational Collaboration?
- Today, 80% of us work in multigenerational teams and recognize the benefits that come from this.*
- 89% of employees see the advantages of working in such teams and note that multigenerational teams are more innovative and effective**.
Despite these benefits, nearly half of us struggle to communicate with colleagues from different generations. We want to work together, but intergenerational communication remains one of the biggest challenges.
How to Improve Intergenerational Communication
If you want to improve communication between generations, you must start with yourself.
Don’t wait for “them to grow up.” Change your perspective now. The sooner we take responsibility for improving intergenerational communication, the better it will be for all of us.
Focus on Strengths, Not Weaknesses
Instead of labeling younger generations as entitled, let’s recognize their creativity and energy. Instead of calling older generations “resistant to change,” let’s appreciate their responsibility and loyalty. Start by defining strengths, not just weaknesses.
Try this simple exercise. Write down the strengths and weaknesses of each generation: Millennials, Gen X, Gen Z, and Baby Boomers. Make sure you list qualities not only for your own generation;-).
- Wouldn’t it be great to work in a team that has all the qualities of all generations, instead of one?
Discover What Unites Us
Once we recognize the strengths of other generations, let’s look for similarities.
Although it’s easier to define generations based on differences, when we take a closer look at their motivations, needs, and expectations, we realize that we all share a lot in common. For example, we all seek recognition, opportunities for growth, and the desire to be valued.
Intergenerational Communication – How to Work Better Together?
When communicating and working with people of different ages, remember that we tend to judge others based on our own experiences.
Just because “we, at their age” did things a certain way doesn’t mean they should feel or act the same.
Each of us grew up in different circumstances and with different priorities. Comparing generations doesn’t make sense – every group has its own unique experiences and opportunities.
Ask Questions and Listen
If you don’t understand another generation’s behavior, ask why. The answer might help you better understand their motivations and needs, leading to improved communication and collaboration across generations.
Get Inspired by Other Generations
Let yourself be inspired by how other generations approach life. Learn from their experiences – both young and old. After all, when you look at yourself, aren’t you a blend of influences from different generations?
*Ranstad Monitor Rynku Pracy 2018`
** LinkedIn Global Talent Trends 2020,