The “Multi-Generational Workplace” Myth

Another post on generational gaps in the workplace, but with a different spin :)

I recently had the opportunity to speak at a local organization in Houston about the various generations in the workplace, and key leadership strategies to effectively navigate the differences between them.

And on the surface, you can find all types of think-pieces about the tension between older generations and younger ones, the stereotypes about baby boomers coasting until retirement and Gen Zers missing out on life as they’re glued to their phones, and how different the workplace needs are for the current workforce vs. 30 or 40 years ago.

But what I found as I did my own research is that this deep generational divide that we talk about in the workplace is largely just a myth. Overall, employees have similar values at work, regardless of age. Some key values include: fair compensation, flexibility, meaningful work, recognition for a job well done, and courageous, compassionate leadership.

So while organizations are engaged in a lot of hand-wringing and brow-furrowing about their multi-generational workforce, they’re missing the fact that their employees want the same things.

And what they consider “differences” or “divides” between the generations are simply the various life stages we as individuals go through.

When you were fresh out of college, you saw the world one way. You likely had fewer responsibilities, and felt like you had your whole life ahead of you. You were ready to shake things up in your new job because you wanted to make your mark, and bring your fresh perspective.

Fast forward to someone in their 40s, they’ve had a little more life experience. They likely have a family now, greater responsibilities, they’ve gotten a few promotions, and they also have a deeper understanding of how things work within their organizations.

And then you get to someone who’s now in their 60s, and they’ve seen so much. They’ve been through every new idea, program, and slogan under the sun. They’ve seen workplace fads come and go. They’ve likely lost relatives or are having to care for them. They’re seeing the end of their career runway.

So all this conversation about the disconnect and discord between the generations is simply leaders missing the nuance that it’s not about age gaps, it’s about where your employees are in their lives. This was likely the case when the baby boomers were new to the workforce, they were likely seen in the same manner that Gen Z is viewed today.

The other piece of the conversation that gets lost is the fact that generations are not monoliths. For example, people claimed far and wide that millennials were job-hoppers with no loyalty, meanwhile as a millennial, I stayed at one company for over a decade.

So when you subscribe to the different stereotypes about the “boomers who don’t want change”, the “Gen Xers who have no ambition”, or the “Gen Zers who are too entitled”, you make far too many assumptions about your employees who have unique personalities, perspectives, and talents, which can undermine your leadership connection and effectiveness.

“Well, Julia, you’ve said a lot here. But what are leaders supposed to do then? We still have employees across different generations on our teams. How do we lead?”

1) Set expectations. You are the captain of the ship. Things go off the rails, and there is palpable tension when you have not set clear expectations for how the team is expected to behave and treat one another, and how people will be held accountable if they don’t adhere to the expectations. No one is saying be a dictator, but if your employees don’t know how you expect them to behave or collaborate with their teammates, they will simply default to doing their own thing.

2) Find your empathy. Reflect on what it was like when you first joined the workforce, before you stepped into a leadership role. What did you want out of your work experience? What do you want out of your work experience now? Remember that regardless of what generations your employees are a part of, they are still human beings, just like you.

3) Get to know your people. Build your connection and deepen relationships. Whether it’s through one-on-one sessions, team meetings, or projects, invest the time to understand what’s important to your employees. Speaking to them directly will yield more truth than googling “what does Gen Z want at work”. Remember, no generation is a monolith.

4) Leverage key strengths. It’s easy to say the younger employees are tech savvy, and of course maximize those skills. But what else do they bring to the table? What creativity can they offer to help elevate the projects you have outlined? And for your older employees, they may be able to serve in an advisory capacity for a major initiative or process redesign. One of the most common questions I get asked by younger leaders is, “Julia, how do I lead someone who’s older than me?” And it comes down to the simplest thing: respect. If you think about all of the older people in your life outside of work, they are seeking respect, and to be valued and treated with kindness. Same rules apply to the older people within the workplace. How can you show them respect? How can you demonstrate how much you value their experience and expertise?

Final Word: To put it plainly, leaders create the “generational divide” far more than employees do. When you buy into stereotypes, you stop seeing the individuals in front of you. You stop asking real questions. You stop noticing the strengths, lived experiences, and human stories that shape how people show up at work. You buy into the hype you see from every online study. And when leaders lead from assumptions instead of curiosity, they unintentionally fuel the very tensions they’re trying to resolve.

But when you choose to lead with clarity, empathy, and respect, something powerful happens: the perceived “gaps” shrink. People start listening to one another. They start learning from one another. They start showing up as teammates rather than representatives of a birth year. The workforce isn’t actually fractured by age, it’s fractured by leadership that lacks intention.

If you want a connected, collaborative, high-performing team, stop getting lost in generational labels. Start with the humans. Focus on finding common ground and building alignment, rather than highlighting areas of division.