Are You a Perennial? Why Mindset Matters More Than Age

In a world that loves to sort people by generation — Boomer, Millennial, Gen Z — we’re often asked to define ourselves by the year we were born. But what if there’s a more powerful, more accurate way to describe how we move through the world?

Enter the Perennial.

A Perennial is not defined by age, but by mindset. They’re not bound to a particular generation, trend, or era — they’re characterized by curiosity, adaptability, and a genuine connection to people across all walks of life.

This idea was first popularized by Gina Pell, who described Perennials as "ever-blooming, relevant people of all ages who know what’s happening in the world, stay curious, mentor others, and have friends of all ages."

In many ways, being a Perennial is about staying engaged — not because you’re trying to stay “young,” but because you value growth. You’re open to change. You seek common ground. You bring together the best of the past and the innovation of the present.

Being a Perennial means:

• You’re comfortable in rooms full of people older or younger than you.

• You care more about mindset than birth year.

• You resist labels and stay open to ideas, tools, and cultures beyond your immediate experience.

• You see yourself as always growing — not finished, but unfolding.

These are the kinds of people who thrive in today’s fast-changing world — especially in the workplace. They’re the team members who translate across generations, build bridges, and help companies navigate change without losing their soul.

So, are you one?

Here’s a visual checklist of 10 signs you may be a Perennial:

If you see yourself in this list — or you know someone who embodies this mindset — you’re not alone. And more importantly, you’re exactly what the future of work needs.

Want to know what your generational mindset is? Take the Generational Mindset Quiz!

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.

Gen Z at Work: Navigating the New Workforce Landscape

By 2030, Gen Z is expected to account for 30% of the global workforce (CAKE.com™)—a dramatic demographic shift that’s already reshaping workplace expectations and culture.

1. Purpose, Meaning & Values Matter

• Purpose-driven work ranks highly: 86% of Gen Z employees say meaningful work is essential to their well‑being and job satisfaction (Deloitte, CAKE.com™).

• 44% have rejected jobs based on misalignment with personal ethics or company values (Deloitte).

2. Ambitious & Well‑Being Focused

• Even early in their careers, 70% of Gen Z grads expect to be promoted within 18 months, and 74% would leave a job over low salary (CAKE.com™).

• 60% of Gen Z expect managers to care about their well‑being, and 92% of recent grads want open mental health conversations at work (CAKE.com™).

• Just 51% rate their mental health as good or excellent, and 40% report high stress levels (Deloitte).

3. Learning, Growth & AI Adaptability

• Around 65% describe themselves as eager to learn, and majorities endorse on‑the‑job learning over traditional higher education (CAKE.com™).

• According to Deloitte’s 2024–25 surveys:

• 74% of Gen Z and 77% of millennials anticipate GenAI affecting how they work within a year (Deloitte).

• Despite willingness, just 14% of Gen Zs (and 21% of millennials) have received formal AI training (The Australian).

4. Flexibility & Hybrid Norms

• Deloitte reports show Gen Z places flexibility and work/life balance above climbing the corporate ladder: just 6% list leadership roles as their primary career goal, while learning and balance rank much higher (Deloitte).

• Gen Z led the return to offices in 2025, logging an average of 3.1 in-office days/week, compared to ~2.6 days for older groups. Still, partial mandates felt most effective—balancing collaboration with flexibility (Financial Times).

5. Career Fluidity & Entrepreneurship

• Nearly 31% of Gen Z plan to switch employers in the next two years—more than Millennial counterparts (17%) (staffinghub.com).

• In India, 26% of Gen Z are already juggling work alongside studies, embracing multi-track careers (The Times of India).

• Many reject traditional paths: facing student debt (~$23K average), rising AI displacement fears and college costs, Gen Z is gravitating toward hands-on careers and entrepreneurship(Business Insider).
  
  

Insights for Employers

Gen Z Expectation

What It Means for Organizations

Purpose & Values

Articulate clear mission and ethical alignment. Emphasize ESG and social impact.

Well-being & Support

Offer mental health resources, flexible scheduling, and inclusive leadership.

Learning Culture

Provide rapid promotion paths, mentorship, AI/skilling opportunities.

Tech & Innovation

Equip teams with AI tools and training. Promote soft skills like empathy, ideation.

Hybrid Flexibility

Design thoughtful in-office systems—cohort days, collaboration hubs, autonomy.

Looking Ahead

Gen Z isn’t just entering the workforce—they’re steering it. Their values, adaptability to AI, and expectations for meaningful, flexible work are redefining corporate norms. Organizations that adapt now will attract and retain the most innovative talent.

When Five Generations Share a Table: Turning Tension into Teamwork

What happens when a Traditionalist trailblazer, a Boomer pioneer, a Gen X strategist, a Millennial innovator, and a Gen Z disruptor walk into a boardroom?

You get a powerhouse of perspectives—if you know how to harness them.

In today’s multigenerational workplace, collaboration has never had more potential—or more pitfalls. With five distinct generations working side by side, the opportunities for innovation, creativity, and wisdom-sharing are vast. And yet, generational differences too often lead to disconnection instead of dynamic collaboration.

At KJ Consulting, we believe the key to unlocking this potential lies in Generational Intelligence—the ability to understand, appreciate, and lead across generational lines.

Let’s take a closer look at what each generation brings to the table—and what questions we should be asking to better support and leverage their contributions.

Traditionalists (born 1928–1945):

The trailblazers of discipline and stability
Traditionalists built the foundation of the modern workplace, shaped by global crises and guided by values of loyalty, respect, and long-term commitment.
Are we still drawing from their long-view thinking and ethical grounding—or are we sidelining their wisdom in today’s fast-paced world?

Baby Boomers (born 1946–1964):

The pioneers of progress and transformation
Boomers led social movements, broke professional barriers, and redefined leadership across industries.
Are we tapping into their deep networks and institutional knowledge—or are they feeling replaced in a culture obsessed with speed and innovation?

Generation X (born 1965–1980):

The bridge-builders of independence and adaptability
Often called the “middle child” of the workplace, Gen X has quietly kept organizations running through disruption and change.
But are we overlooking their potential to connect and translate between older and younger colleagues—and undervaluing their steady, strategic insight?

Millennials (born 1981–1996):

The innovators of purpose-driven work
Millennials have championed authenticity, social responsibility, and meaningful impact in the workplace. Now stepping into leadership, they face a new set of expectations.
Are they equipped—and supported—to lead with both vision and resilience in increasingly complex environments?

Generation Z (born 1997–2012):

The disruptors of digital culture and authenticity
Gen Z is challenging traditional norms with a bold demand for transparency, diversity, and inclusion.
But are their fresh ideas being met with curiosity—or resistance—from established systems and leaders?

From Conflict to Collaboration

When organizations resist generational differences, they create disconnection. When they lean in with curiosity and respect, they unleash innovation and resilience.

At KJ Consulting, we help leaders and teams develop Generational Intelligence™—not just to understand each other better, but to work better together.

Want to build a multigenerational culture that thrives?
Explore our keynotes, workshops, and consulting.

#GenShift #GenerationalIntelligence #MultigenerationalWorkplace #InclusiveLeadership #FutureOfWork #DrKatherineJeffery #KJConsulting

The Generational Cheat Sheet: Your Free Guide to Understanding Today’s Multigenerational Workplace

In today’s workforce, we’re witnessing something unprecedented: five generations working side by side.

From Traditionalists who built the foundation of the modern workplace, to Gen Z professionals redefining communication, expectations, and culture—every generation brings unique strengths, values, and perspectives. But without the right tools and understanding, those differences can just as easily create tension as they can unlock innovation.

That’s why we created the Generational Cheat Sheet—a free, downloadable guide to help leaders, managers, and teams build Generational Intelligence and improve collaboration across age lines.

Why Generational Intelligence Matters

At KJ Consulting, we define Generational Intelligence as the ability to understand, appreciate, and lead across generational identities. It’s more than just knowing someone’s birth year—it’s about recognizing how historical events, shared experiences, and cultural shifts have shaped the way people show up at work.

With five generations in the workplace—Traditionalists, Baby Boomers, Generation X, Millennials, and Gen Z—the opportunities for collaboration are endless, but so are the risks of misunderstanding. Leaders who build generational fluency can foster more inclusive, productive, and connected teams.

What’s Inside the Generational Cheat Sheet?

This one-page reference guide distills the key characteristics of each generation, including:

• Defining events that shaped their worldview

• Shared values and motivators

• Communication styles and preferences

• Leadership approaches

• Learning and feedback styles

• Attitudes toward change and conflict

You’ll find clear, side-by-side comparisons that help you quickly understand how different generations operate—and how you can engage with each more effectively.

Who Is This Resource For?

This guide is ideal for:

• Team leaders navigating generational communication gaps

• HR professionals designing inclusive training and onboarding

• DEI consultants building cross-generational understanding

• Educators and facilitators seeking conversation starters and training tools

• Anyone leading or working on a multigenerational team

How to Get It

The Generational Cheat Sheet is available for free when you subscribe to our newsletter.

You'll gain instant access to the download and receive occasional insights on how to build stronger, more inclusive workplaces through generational strategy.

👉 Subscribe and download the cheat sheet

Final Thought

If we want to lead well today, we must understand the people sitting around the table with us.

The Generational Cheat Sheet is your first step toward becoming a more insightful, inclusive, and effective leader—across all generations.

6 tips for CEOs managing a multigenerational workforce

Discover six actionable strategies for CEOs to effectively manage and unite Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z. Learn how to foster collaboration and inclusivity across generations in today's diverse workplace.

https://www.businessnews.com.au/article/6-tips-for-CEOs-managing-a-multigenerational-workforce

The Employment Experience Podcast

Join Dr. Katherine Jeffery on The Employment Experience Podcast as she discusses strategies for building effective multi-generational teams. Discover insights on fostering collaboration and understanding across generations in today's diverse workplace.

Thanks to Karly for such a great podcast! What an awesome host! Tune in to learn more about how to build an effective multi-generational workforce.

Full episode on Karly’s Website and Apple Podcasts

What motivates you?

75% of managers who lead a multigenerational team agree that it is challenging. Here’s a question that manager’s are asking about every generation:

What is it that motivates you?

Comment below and help your manager (regardless of their age) lead you in a way that brings your best self to the team.