What Motivates One Generation Might Completely Miss the Mark with Another

Here's something most leadership training gets wrong.

They teach you to treat everyone the same. "Fair is fair," they say. "One size fits all."

But what if fair isn't actually... fair?

What if treating your 55-year-old Boomer manager exactly like your 25-year-old Gen Z intern is setting both of them up to fail?

The Reality of Today's Multigenerational Workplace

For the first time in history, we have four distinct generations working side by side. Each one shaped by different economic conditions, cultural shifts, and technological advances.

And yet most leaders are still using leadership approaches designed for a single generation.

No wonder teams feel disconnected.

The Four Generations at Work Today

Let's break down what actually motivates each generation—beyond the stereotypes.

Baby Boomers (Born 1946-1964)

What drives them: Hard work, achievement, stability

Boomers grew up in an era of economic growth and clearly defined career ladders. They value:

• Face-to-face communication over digital channels

• Constructive feedback delivered privately

• Recognition for years of service and expertise

• Mentoring opportunities where they can share knowledge

Leadership approach: Be direct but diplomatic. Schedule regular one-on-ones. Ask for their input on big decisions.

Generation X (Born 1965-1980)

What drives them: Independence, efficiency, pragmatism

Gen X lived through economic uncertainty and corporate downsizing. They learned to be self-reliant. They want:

• Straightforward, informal communication

• Balanced, specific feedback focused on results

• Autonomy to get the job done their way

• Practical development that directly impacts their role

Leadership approach: Give them the goal, then get out of their way. Focus feedback on outcomes, not process.

Millennials (Born 1981-1996)

What drives them: Purpose, collaboration, development

Millennials entered the workforce during the Great Recession. They seek meaning in their work. They value:

• Casual, collaborative communication styles

• Frequent, coaching-style feedback and recognition

• Clear paths for advancement and skill development

• Work that aligns with their personal values

Leadership approach: Connect their work to bigger purposes. Provide regular check-ins and growth opportunities.

Generation Z (Born 1997-2012)

What drives them: Inclusion, mental health, adaptability

Gen Z grew up with social media and global connectivity. They're pragmatic but socially conscious. They need:

• Brief, digital-native, multi-channel communication

• Instant, real-time, positive feedback

• Emphasis on learning, values alignment, and flexibility

• Digital tools and support for mental health initiatives

Leadership approach: Meet them where they are digitally. Focus on continuous learning and authentic values alignment.

Why This Matters More Than Ever

According to AARP research, 83% of employers say that recruiting and retaining younger workers is important to their organization's future success. But Deloitte studies show that only 6% of companies have comprehensive strategies for managing multigenerational teams.

That's a massive gap.

And it's costing organizations. Gallup data reveals that 60% of Millennials are open to new job opportunities, largely due to feeling disconnected from their current workplace culture.

The Leadership Shift That Changes Everything

Here's what I've learned after working with hundreds of multigenerational teams:

The problem isn't the generations. It's leaders who refuse to adapt.

Old thinking: "Everyone should communicate the same way."

New thinking: "I'll meet each person where they are."

Old thinking: "One feedback style works for everyone."

New thinking: "Different people need different types of feedback to thrive."

Old thinking: "These generational differences are just excuses."

New thinking: "These differences are data I can use to lead better."

Practical Strategies That Actually Work

1. Match Your Communication Style

Don't send a Gen Z employee a three-page email when a quick Slack message will do. Don't try to have a strategic conversation with a Boomer over text.

Try this: Ask each team member how they prefer to receive different types of information. Important news? Feedback? Casual updates? You'll be surprised how different their answers are.

2. Customize Your Feedback Approach

Boomers want private, constructive conversations. Gen Z wants immediate, positive recognition. Millennials want development-focused coaching.

Try this: Before your next feedback session, consider the recipient's generation. Adjust your timing, setting, and style accordingly.

3. Leverage Each Generation's Strengths

Instead of seeing differences as problems, see them as complementary skills.

• Boomers bring institutional knowledge and relationship-building skills

• Gen X offers problem-solving abilities and leadership experience

• Millennials contribute collaboration skills and fresh perspectives

• Gen Z provides digital fluency and innovative thinking

Try this: Create mixed-generational project teams. Watch how they naturally complement each other's strengths.

What This Isn't About

This isn't about putting people in boxes or making assumptions based on age.

It's about recognizing that different life experiences create different work preferences. And smart leaders adapt to those preferences instead of fighting them.

Some Boomers love digital communication. Some Gen Z workers prefer face-to-face meetings. Use these insights as starting points, not rigid rules.

The Bottom Line

Managing across generations isn't rocket science. But it does require intentional leadership. When you stop trying to make everyone fit your preferred style and start adapting your approach to meet people where they are, something magical happens.

Teams get stronger. Communication improves. People feel understood. And that 25-year-old intern? She might just teach your 55-year-old manager something about digital efficiency.

While your experienced manager helps her understand the nuances of client relationships. That's the power of generational intelligence in action.

Ready to Lead Across Generations?

Understanding generational differences is just the beginning. The real work happens when you translate these insights into daily leadership practices that build stronger, more inclusive teams.

Want to dive deeper? My GenShift e-Learning Course gives you the tools and strategies to lead effectively across all four generations—with practical exercises you can implement immediately.

What generational challenge is your team facing? I'd love to hear about it in the comments below.

LeaderImpact Global Summit 2021

Incredibly excited to be a part of this year’s LeaderImpact Global Summit. Offering insights and strategies for building a psychologically safe space for every generation to thrive is one of my favorite things to do! See you all there.

The Multigenerational Workplace: How it Can Work for You

What a pleasure to be part of the Business Insurance Diversity and Inclusion Institute. Rockstar panelists passionate about creating psychologically safe spaces where every generation can thrive. The online session was full and the insights were plentiful. Thank you to each of you for a great session!

Are you a Millennial wondering how to build a better relationship with your Gen X or Boomer boss:

Here’s a tip I share with my clients (it may seem obvious for some, but this is a huge place of tension across intergenerational lines):

When you receive a text or an email, respond. Let the sender know that you received it. If it’s an email, let them know what you are going to do with the information and when you intend to follow up.  For more than one generation, when you don’t respond, it feels disrespectful and can cause a level of frustration between coworkers that can easily be avoided.  For some, they are passing along what they see is vital information and they are expecting you to pick up the baton and complete the task. When you don’t respond, they feel like they have to carry a responsibility that is actually yours to carry. This can lead to increased tension across the workplace and decreased productivity on teams.

 When you respond, you are communicating several things:

·       You appreciate them taking the time to send you information that they believe you need to get a job done and to do it well.  (They probably would not have taken the time to send the email if they didn’t think it was important)

·       You respect their input.

·       You are taking responsibility for what they are asking you to do.

·       You are a team player.

If your team is struggling to communicate well, it might be time to regroup and agree on how to communicate. It will save you both time and money (and some unwanted headaches) to create a shared understanding of what your team members expect and need when it comes to communicating to get a job done.

For more insights, check out katherinejeffery.com.

Do They Know?

There is not one company that has been left untouched by this global pandemic. Some have shut their doors while others are rapidly innovating to stay relevant or to keep up with demand. Leaders and managers have had to quickly adapt to a new way of “being” with their employees. Some are just trying to learn the technology and how to lead remote workers well while others are coping by moving at a more rapid pace than what was considered “normal” before. Regardless, it is now more crucial than ever to remember that every employee is finding themselves in an altered reality with stressors that no one had time to predict. In a recent poll focused on the response to Covid-19, Gallup found that only 45% of employees believe their organization cares about their well-being.

While the "This crisis. Your generation." survey reveals that fewer Boomers are stressed by this pandemic, many of them are taking extra precaution to stay safe and healthy. Some report being surprised at how productive they are while working from home while others lament over the transition to new technology. It is also difficult for some Boomers to transition their leadership style to a team that is working from home. Being equipped to hold people accountable in a new way, having ample tech support, and knowing that they will not have put themselves or their loved ones at risk can carry a lot of value for the Boomer generation during this time.

Gen Xers report that their number one priorities are family and work. Many are trying to keep all the plates spinning by being both a hardworking employee and a rockstar homeschooler. On average, this survey took 3 minutes to complete. One Gen Xer summed up much of what seems to be true about how Gen X shows up in the world: “Your survey definitely reminded me that I need to do MUCH better prioritizing my own health. I'm doing a pretty (bad) job at that right now, to be honest! I find myself spending the full day hammering away in my office, fairly stressed out...It was a reminder that I need to develop a schedule and stick to it...incorporate workouts and breaks.” One of Gen X’s greatest strengths is their huge sense of responsibility and ability to adapt to any situation that comes their way. This is also why Gen X needs to be aware that because they are so good at keeping all the plates spinning around them, they might need to step back and take some time to care for themselves. A little encouragement from their boss to do this could carry a lot of relational capital in the future with your Gen X employees.

Millennials are into living their best life now and becoming the best version of themselves. They are much more likely to focus on how they are showing up/feeling in the present moment and adjust accordingly. They learned by observing their Boomer parents that they do not want to sacrifice quality of life now for quality later. They are going to do their best to make sure they are bringing their best selves to every day and doing what they need to do to make that happen. Ensuring that Millennials have opportunity to take care of themselves and offering different opportunities to do so will send them the message that they are seen and valued.

This is an extraordinary time for leaders to build a culture that gives voice to employees and redefines how they feel valued in the workplace. With decentralized teams where skills are becoming more valuable than titles, leaders will be able to take a look at their own soft skills and work to enhance their team culture so that when this is all over, people will know they mattered. Now, more than ever, the words of Maya Angelou ring true, “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Leaders should capitalize on this opportunity to care well for their teams and build a culture that will carry them into the future. 

Full survey results found at https://www.katherinejeffery.com/downloads-1.

How much is stress a reality for each generation during this global pandemic?

This crisis. Your generation.
Recently, we conducted a survey across the generations to better understand how each one is navigating this current crisis. The first thing we learned was that when it comes to stress as a result of this global pandemic, levels varied across the generations with Boomers experiencing the least amount of stress and Millennials feeling the most. Overall, it is clear that no matter what generation we belong to, most of us are feeling some kind of additional stress. A helpful reframe to remember: We are not working from home. We are at home during a crisis, trying to work.
LEADERS: How aware are you of the different stress levels and its impact on each of your team members?
#boomers #generations #millennials #genx #generationaldifferences #hr #leadershiptips

The Gen X mantra, 'Get it done' & why it doesn’t work for Millennials

Gen X is aka the latchkey generation. These kids came home from school & let themselves in(this Is Illegal In some states now). The divorce rate had tripled & more women were working. Young Gen Xers found themselves making dinner, doing HW, babysitting siblings, & watching MTV. This is a generation of people who grew up figuring out things on their own. They brought this same mindset to the office.

Then, enter Millennials who grew up with lots of structure. They had play dates, soccer practice, & scheduled time for HW. Someone organized their time & they would show up to the task.They brought this mentality to the office.

When a Gen X boss tells a Millennial employee to 'Get It done' Millennials often freeze. They can be perfectionistic. When handed a problem and told to go figure It out, they are not always sure where to start. Their Gen X boss simply wants them to take care of it & find it painful to have to take 5 min to explain what they would have simply figured out by themselves.

Gen Xers, be patient with your employees who were raised in a different era. They don't want to fail. They just might need you to help them set shorter term goals so they can see how to reach the big vision at the end.

Katherine Jeffery, PhD
Generational Expert

The Flourishing Workplace

Generational tension in the workplace? Now available on Kindle through Amazon: The Flourishing Workplace: Breaking Bias Across Generations. This helpful guide will offer you great insights on how each generation is showing up at work and what they are looking for when they get there. #millennials #GenZ #Boomers #GenX #generationaldifferences #generationalbias #agediscrimination #HR #humanresources