AUTHORS: Alatalo, Malla, MA, Specialist, Project Manager, Northern Well-being and Services, Lapland University of Applied Sciences; Laitinen-Tolonen, Aulikki, M.Soc.Sc., Senior Lecturer, Northern Well-being and Services, Lapland University of Applied Sciences; Prof. Mitja Gorenak, Ph.D., University of Maribor & Assist. Prof. Gregor Jagodič, Ph.D., University of Maribor.

Funded by the European Union. Views and opinions expressed are however those of the authors only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.
Funded by the European Union. Views and opinions expressed are however those of the authors only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.

Generational differences: a workplace challenge or asset?

In today’s workplace, it is common for several generations to work side by side. There are baby boomers, Generation X, Generation Y and, most recently, Generation Z, all with different backgrounds, values, work preferences and habits. Clearly, generational differences can pose challenges, but could multiple generations also be an asset to the workplace?

Challenges arise primarily from differences in communication styles, work ethics, and technological proficiency. For instance, while Baby Boomers may prefer face-to-face meetings, Gen Y and Gen Z often lean towards digital communication. Gen Zers do use their smartphones, but funnily enough, not really for phone calls: some Gen Zers have reported being reluctant to speak on the phone (Cavendish 2024). This behavior may cause confusion and irritation among Generation X and baby boomer colleagues.

Additionally, older generations may value long-term job stability, while younger workers might prioritize flexibility and work-life balance. In their pursuit for this balance, millennials (79%) and Gen Z (68%) professionals agree that AI helps them by reducing their workload (Majumdar 2023). Editorial note: yes, AI helps, also in writing this post.

The older generations tend to be more independent whereas Gen Z, raised by modern parents who seem to be reluctant to let go, may need more support from their parents (Cavendish 2024) and perhaps from their co-workers, too. Many baby boomers keep their private life to themselves, whereas younger generations share every little detail of their lives, starting from posting pictures of their meals (CE Noticias Financieras 2024).

The list of generational differences could go on and on. However, generational diversity can also be an asset. Each generation brings unique perspectives and skills to the team. Baby Boomers often bring a wealth of experience – the type of knowledge you can’t learn from books – and a strong work ethic, while Gen Y and Gen Z offer fresh ideas, technological know-how, and a willingness to challenge the current practices. When managed wisely, these differences can lead to innovation, creativity, and a more dynamic workplace culture.

What drives each age group?

It’s no wonder that there are so many differences between the generations. After all, they come from different backgrounds and have grown up in a very different world. It is worth noting that there are differences between individuals in every generation, but certain generational experiences can still influence the values and attitudes of members of different generations.

For example, let’s consider the relationship of different generations to the media: what kind of media culture did they live in when they were growing up? Baby Boomers witnessed the emergence of (color)television and perhaps even watched the moon landing broadcast live. Gen X was influenced by MTV and the very first cell phones – those so large they could have been used as dumbbells. Gen Y was the last generation to experience their youth without social media, while Gen Z has grown up with it from the start. (University of Maribor 2024.)

To better understand the dynamics of a multigenerational workplace, it’s important to delve into the values and views each generation typically holds and to be aware of the backgrounds from which each generation enters the working world.

  • Baby Boomers (1945-1960) are known for their strong work ethic and discipline, Baby Boomers often value professional accomplishments: they enjoy setting goals for themselves and working towards company goals. They thrive in a hierarchical framework of traditional working style.
  • Generation X (1961-1979) values financial stability, work-life balance, and authenticity. The “X’ers” are known for their adaptability, resilience, and independence in the workplace.
  • Generation Y or Millennials (1980-1995) are continuously seeking opportunities for learning and self-improvement. They value a balance between professional ambitions and free time. Cooperation is important to them and they have a natural tendency to work in teams and to build networks. Millennials respect authority. In both their personal and professional lives, they seek purpose and meaningful contributions to society.
  • Generation Z (1996-2012) thrive in diverse, collaborative environments. They value teamwork and different perspectives. Driven by a strong sense of purpose, they seek to make a meaningful impact on the world, aligning their careers and actions with causes that reflect their values and passions.They consider learning as a lifelong process that extends beyond formal education. (University of Maribor 2024.)

These differing values and backgrounds can sometimes clash, particularly in areas like communication, motivation, and expectations of management. For example, a Baby Boomer’s emphasis on loyalty and long hours might conflict with a Gen Y colleague’s focus on work-life balance and desire for immediate feedback. Or Gen X and their yearn for economic stability with Gen Z´s exploration for meaning and purpose in their work rather than a massive paycheck (CE Noticias Financieras 2024).

Turning generational differences into strengths

Yes, we are all different, each generation brings its own characteristics to the working environment. At this stage it is a question of whether we play on the strengths of these characteristics and create an engaging working environment that builds on strengths, or we allow the differences to prevail, thus making the environment hard to work in and subsequently less effective and efficient. Pretty logically the next question is how do we do this?

Understanding and respecting these generational characteristics and the differences that arise from them is key to creating a harmonious and productive workplace. One effective approach is through education and awareness, where both coworkers and managers take the time to learn about the distinct characteristics and preferences of each generation.

Our project, From Research to Working Life: students as knowledge brokers for entrepreneurial development (ReWo), has in one of its parts tackled exactly this issue. We knew that we can not make different generations work with each other, however we can develop a tool that could help both coworkers and managers in bridging this gap between generations.

To aid in this, our project has developed a series of info cards where each generation is presented in two ways. On the front side (picture 1), we have collected some important facts about each generation, analyzed influential events that shaped the generation, pointed out some notable representatives of each generation and outlined the core values, communication styles, and work preferences of each age group. On the back side of each card, there is a story told from the perspective of all four generations, elaborating on facts from the front side of the card, with particular focus on explaining why each generation is as it is.

ReWo project team has developed a series of info cards about different generations.
Picture 1: ReWo project team has developed a series of info cards about different generations.

These cards are designed to be a practical tool for fostering understanding and empathy among employees. By providing quick, accessible insights into what drives each generation, these cards can help bridge the gap between different age groups and reduce potential conflicts. If we understand where each of us is coming from it is less likely that we will engage in a conflict and more likely that we will cooperate and thrive, taking the best out of each generation.

Fair question is how did we develop these info cards? We started off by conducting a desk analysis of the various published materials on different generations. This helped us create a first draft of the cards, in the first stage we debated the content amongst ReWo team members, then we created focus groups in all four participating countries. Each partner had created a focus group with representatives from each generation. These individuals gave us a very valuable input that we have used to create the final version of information cards, that can now be found by clicking this link – Information cards – Generations – ReWo Project.

Generational diversity for a stronger workplace

Generational diversity in the workplace is both a challenge and an asset. While differences in values and working styles can lead to misunderstandings, they also create opportunities for innovation and growth. By taking the time to understand these differences and using tools like our generational info cards, organizations can turn potential conflicts into collaborative strengths. Understanding and empathy, too, lay the foundation for an environment where people feel heard and respected, regardless of their age or background. This kind of emotional intelligence can bridge the gap between generations.

In fact, our own project team (Picture 2) is a practical example of successful multigenerational collaboration, with members from Gen X, Gen Y, and Gen Z working together smoothly. Despite differing backgrounds and perspectives, we have realized that these differences enhance our teamwork. Each of us brings something valuable, whether it’s experience, research skills, fresh ideas, or expertise in new technology. By fostering openness, understanding, and appreciation for one another, we’ve created an effective team. This shows that when generations collaborate with respect, a willingness to learn, and empathy, the work pays off.

Picture 2: ReWo project team in Estoril, Portugal. Intergenerational teamwork can be efficient and rewarding – and fun!

In conclusion, the benefits of multigenerational teams in working life are best achieved through education, mutual respect and empathy. When employees and managers recognize and utilize the unique strengths of each generation, the workplace can become more dynamic, allowing everyone to thrive.

Learn more about our project

From Research to Working Life: students as knowledge brokers for entrepreneurial development (ReWo) is an Erasmus+ funded project. It aims at creating permanent methods and practices for developing education and research structures, within educational institutions and in collaboration with international working life. The Partners in this project are the University of Maribor, Lapland University of Applied Sciences, the University of Stavanger, and the Estoril Higher Institute for Tourism and Hotel Studies.

During the project, which started at the end of 2022, we have identified and shared good practices in transferring students’ knowledge to working life, explored the role of visualization in supporting knowledge transfer with students. And now for the latest, we have examined the differences between generations in working life. Before the project ends in November we are going to propose a role of an idea manager to help bridge the gap between tourism education and working life.

References:

Cavendish, C. 2024. Our home-working revolution is harming the younger generation: Bosses who insist on a return to the office are demonised — but turning up is better for your career. Financial Times Feb 3, 2024.  Accessed on 13 May 2024 Retrieved from https://www.proquest.com/newspapers/our-home-working-revolution-is-harming-younger/docview/2934012521/se-2

CE Noticias Financieras. 2024. Five different generations in the workforce. Mar 17, 2024. Accessed on 13 May 2024 Retrieved from https://www.proquest.com/wire-feeds/five-different-generations-workforce/docview/2965537292/se-2

Majumdar, D. 2023. Class of 2024: Top jobs based on your education level & where you can find them [jobs]. The Economic Times Dec 11, 2023. Accessed on 13 May 2024 Retrieved from https://www.proquest.com/newspapers/class-2024-top-jobs-based-on-your-education-level/docview/2900603280/se-2

University of Maribor. 2024. ReWo Project Research Findings Cue Cards. Accessed on Aug 28 2024 Retrieved from ReWo project – EN – Factsheets (um.si).

In writing this article, the authors have utilized an artificial intelligence tool, ChatGPT version 3.5 to support ideation. The authors have thoroughly reviewed and edited the content generated by AI taking full responsibility for the text.