Intergenerational Communication Dynamics

Ageism might be the elephant in the room in internal communications. Too often, older professionals are quietly sidelined—seen as “out of touch” or “too traditional” just because they’ve been around longer. Their depth of experience, institutional memory, and resilience in a crisis get overlooked in favour of chasing the latest shiny tool. At the recent Communications Leadership Summit in Brussels 🇧🇪 organised by Mike Klein, IABC Fellow, IABC EMENA and Strategic, I was part of an insightful discussion around ageism. Many felt that older people were perceived as too expensive in a profession where we are always having to justify the value we bring. But ageism works both ways. We noted that we had seen younger colleagues dismissed as “green” or “not strategic enough,” even when they bring sharp insights into digital culture, emerging channels, and fresh creative thinking that organisations badly need. We might also be prejudiced in thinking younger people are better at adapting to new technology like AI, but it was noted that AI is now taking away a lot of the work that used to be done by junior comms people meaning that younger people need to adopt a new approach to finding work. The truth is perhaps simply that our teams do best when they blend both young and old. So how do we make sure we’re not unconsciously excluding talent on either end of the spectrum? 1. Challenge your assumptions. Don’t let stereotypes drive hiring or project allocation—test whether your perception is based on evidence or bias. 2. Mix up project teams. Create deliberate intergenerational collaboration so people can share skills both ways. 3. Mentor in both directions. Reverse mentoring works: younger colleagues help with emerging tech, older colleagues offer strategic and political nous. 4. Value impact, not age. Measure people by the outcomes they deliver, not the years they’ve worked. 5. Audit your culture. Are subtle jokes, comments, or policies privileging one age group over another? Internal comms is about connecting across differences. That starts in our own teams.

Remember when our parents said "back in my day..." and we rolled our eyes? Well, it's 2025 and now we have FIVE generations saying it in different Slack channels. Sitting in a client's office, I watched a Gen Z designer passionately pitch a mental health initiative while the Silent Generation board advisor nodded thoughtfully before asking, "But what's the ROI?" A perfect microcosm of our new reality. Last week at AI ALPI, we delved into this fascinating workplace theater playing out across companies worldwide: → The Great Generational Convergence of 2025 isn't just demographic trivia—it's fundamentally reshaping leadership paradigms → Our research revealed a striking paradox: 78% of leaders unconsciously hire, promote, and value those who mirror their own generational approaches to work ↳ Yet the highest-performing teams in our dataset were those with maximum generational diversity and leaders trained in "Gentelligence" I observed something fascinating at a Fortune 100 tech company recently—they've created "Generational Translators" who help bridge communication differences. Their VP of People showed me how a simple request like "Please provide updates on the project" generates five distinctly different responses across generations! → Boomers deliver formal documentation → Gen X sends a bulleted list of key points → Millennials create a collaborative deck → Gen Z shares a video walkthrough → And yes, their lone Silent Generation consultant still hand-delivers a printed memo In Q1 2025, companies practicing intentional generational integration saw 3.2x higher rates of successful knowledge transfer and 41% fewer "regrettable departures" than those allowing generational siloing. As one CHRO told me, "We spent decades trying to minimize differences. Now we're learning that our competitive advantage lives precisely in those differences." Saturday thought experiment: How might your Monday morning meeting change if you deliberately sought out the generational perspective most different from your own? 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #GenerationalDiversity #HRTech #LeadershipInnovation #Gentelligence #WorkplaceEvolution #AI4HR #2025Trends

Every workplace has them: the eye rolls when "the Boomer" suggests another meeting, the sighs when "the Gen Z kid" mentions work-life balance again, the assumptions flying faster than Slack messages. But here's what we're missing, generational diversity might be our most underutilized organizational superpower. The research tells a compelling story. According to Deloitte, age-diverse teams make better decisions 87% of the time. AARP found that companies with multigenerational workforces are 1.7x more likely to be innovation leaders in their industries. This isn't feel-good rhetoric, it's measurable impact. Consider the complementary strengths: Boomers bring institutional knowledge and relationship capital built over decades. Gen X offers skeptical pragmatism and independent problem-solving from their latchkey years. Millennials contribute digital fluency and collaborative approaches shaped by growing up online. Gen Z brings fresh perspectives on sustainability, inclusion, and mental health that organizations desperately need. Yes, the friction points are real. Older generations sometimes view remote work requests as laziness rather than efficiency. Younger workers might interpret process-heavy approaches as resistance to change rather than risk management. Communication preferences clash, formal emails versus instant messages, scheduled calls versus quick video chats. But here's the truth: every generation thinks the others "don't get it." Boomers were once the disruptors challenging traditional hierarchy. Gen X was labeled cynical and uncommitted. Millennials were "entitled" until they became middle managers. Today's Gen Z "snowflakes" are tomorrow's industry leaders. The organizations winning today understand that patience isn't weakness, it's strategy. When a 25-year-old's fresh perspective meets a 55-year-old's pattern recognition, innovation happens. When digital natives teach established professionals new tools while learning the politics of organizational change, everyone grows. Bridging these gaps requires intentional effort. Reverse mentoring programs where younger employees teach technology while learning leadership. Project teams deliberately mixed across generations. Recognition that "professionalism" looks different to different cohorts, and that's okay. The most successful cultures I've seen treat generational diversity like any other form of diversity: a competitive advantage that requires investment, understanding, and genuine curiosity about different perspectives. Because when five generations work together effectively, you get something powerful: the wisdom to know what shouldn't change, the courage to transform what must, and the perspective to tell the difference. That's not just good culture, that's unstoppable culture. 🌟 AA✨ —————————————————————————— 👋🏾 Hi, I’m Abi: Founder of The Culture Partnership. Follow + 🔔. I discuss organizational culture, inclusion, leadership, social equity & justice.

I remember an "appraisal" conversation with my CEO years ago. I hinted that I might want to leave the corporate world to do something different. He looked surprised and asked, “Don’t you want to be like me someday?” I replied, “No.” This story reminds me of something I see around today: a breakdown in communication between generations at work. Leaders, especially those from older generations, often struggle to connect with Gen Z or younger employees. It is a challenge, but it is also an opportunity to rethink how we engage. In fact, at GlobalGyan Leadership Academy, we’ve built a toolkit for managing a multi-generational workforce. But if I were to share just one piece of advice for leaders and managers: Please stop saying, “When I was your age…” Or its equally tone-deaf cousin, “Be like me.” The world today is vastly different from what it was 20, even 10 years ago. The context in which Gen Z has grown up is not the same world we navigated. Expecting their behaviour to mirror ours is unfair and, frankly, ineffective. This doesn’t mean we cannot pass on our values or share experiences. But instead of starting with, “When I was your age,” try: • Asking questions about their experiences. • Sharing your journey humbly, as stories, not sermons. • Listening, really listening, to understand their aspirations and challenges. Engaging across generations isn’t just about “managing” people. It's about learning from each other. Oh, and that conversation with my boss? You all know how it turned out 😀.

Managing a multigenerational workforce isn’t just a nice-to-have— It’s a strategic advantage (if done right). But too often, it’s treated as a challenge instead of an opportunity. Let’s break it down. Right now, your team could include: ➟ Baby Boomers (1946–1964) – Loyal, experienced, process-oriented ➟ Gen X (1965–1980) – Adaptable, independent, pragmatic ➟ Millennials (1981–1995) – Collaborative, tech-savvy, growth-focused ➟ Gen Z (After 1995) – Digital natives, purpose-driven, agile Each brings a unique mindset, but that also means friction is possible. To turn that friction into fuel, you need two things: ➟ An inclusive mindset ➟ A cross-generational strategy Here’s how to approach it: 1. Forget Stereotypes Don’t assume older employees resist tech or that younger ones lack loyalty. People surprise you when you stop boxing them in. 2. Ask Questions—Not Just Give Instructions Bridge generational gaps through honest, thoughtful conversations. “Which communication styles work best for you?” “What would help you grow here?” Answers will surprise you—and inform your strategy. 3. Encourage Collaboration, Not Competition Put Boomers and Gen Z on the same team? You get wisdom + innovation. It’s not about age—it’s about synergy. 4. Address the Tech Gap Train. Re-train. Upskill. And most importantly, normalize learning at all levels. 5. Benefits That Fit Everyone Don’t just offer flexible hours for Gen Z or pensions for Boomers. Design perks that are customizable across generations. 6. Support Work-Life Balance 72% of employees (across generations) value it. So prioritize it, not just for the young parents, but for the 58-year-old caregiver, too. Do you know the hidden advantage? A well-managed multigenerational team brings serious ROI: ✅ Innovation Fusion – Diverse viewpoints spark new ideas ✅ Knowledge Transfer – Experience meets fresh thinking ✅ Market Insight – Each generation reflects a unique consumer segment ✅ Employee Retention – People stay where they feel seen and valued ✅ Adaptive Leadership – Future-ready, human-first leaders are born But it’s not without its hurdles: ❌ Communication breakdowns ❌ Tech skill gaps ❌ Misaligned career expectations ❌ Resistance to change ❌ Leadership blind spots Which means you need intentional leadership— Built on empathy, flexibility, and inclusion. So the real question isn’t: “Can we manage all these generations?” It’s: Are we designing a workplace where every generation thrives? ♻️ Repost to help your network lead with empathy—and strategy. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #Leadership #Inclusion #Workforce #Growth #Teamwork

I've heard this story from managers so many times it's become a pattern I watch for. A well-meaning manager pulls aside a 26-year-old team member for what he thinks is encouraging feedback: "You're doing great work. Keep it up, and you'll have job security here for decades." The young employee looks deflated. Later, she tells someone she's thinking about leaving because she feels like her growth has stalled. The manager was genuinely trying to motivate her the way he would want to be motivated—with promises of stability and long-term security. She heard "you'll be doing the same thing forever." After decades of studying how different generations approach work, I've seen this dynamic play out countless times in the organizations I work with. What energizes one person can completely miss the mark with another. It's not about stereotypes—every individual is unique. But I have noticed some patterns in what tends to resonate: Many Boomers I work with value stability and prefer direct, face-to-face conversations about their performance. Gen X professionals often want efficiency and independence—they appreciate practical support but don't need constant check-ins. Millennials frequently seek purpose and collaboration in their work. Gen Z employees I've met often expect flexibility and real-time feedback, usually through digital channels. The breakthrough happens when leaders stop assuming everyone is motivated the same way they are. No generation is better or worse. They're just different. And honestly? That difference can be a huge strength when teams learn to leverage it. What have you noticed about motivating people from different generations? Any similar patterns in your experience? #GenerationalDiversity #MultiGenerationalWorkplace #inclusiveleadership #generationalleadership #leadership #training #workplaceculture #GenShift #TeamBuilding

⚡️The Future of Work is Multigenerational. Are You Ready?⚡️ For the first time in history, five generations are working side by side. As Gen Z surpasses Baby Boomers in the workforce, organizations must rethink leadership strategies to harness the strengths of a diverse, multigenerational team. Each generation brings unique values shaped by historical experiences, from the Silent Generation’s resilience to Gen Z’s prioritization of mental health and work-life balance. However, differences in communication styles, leadership expectations, and workplace priorities can create friction. As People Leaders, we must move beyond generational stereotypes and cultivate cultures of curiosity, respect, and collaboration. This means: 💡Leading with curiosity, not judgment. Instead of assuming Gen Z resists in-office work due to a lack of commitment, ask, “How do you see the office contributing to your success?” Conversations like these create engagement rather than division. 💡Bridging knowledge gaps in both directions, Boomers and Gen X offer institutional wisdom, while Millennials and Gen Z bring fresh perspectives on innovation and digital transformation. Leaders must facilitate reciprocal learning. 💡Meeting employees where they are. Instead of managing people the way we prefer, we must tailor our leadership approach to align with how each individual thrives best. The departure of Boomers also presents an overdue opportunity to champion diverse, emerging leaders. The challenges ahead: AI, climate change, economic shifts, demand insights from all generations, backgrounds, and lived experiences. The future of work isn’t about one generation leading over another, it’s about leveraging the collective strength of all. How is your organization fostering intergenerational collaboration? Let’s discuss. #Leadership #FutureOfWork #MultigenerationalWorkforce

Nothing kills trust faster than miscommunication. I learned that the hard way. I treated everyone the same, one voice, one style. But what clicked with one generation fell flat with another. Boomers: valued phone calls and structure Gen X: wanted brevity and autonomy Millennials: thrived on collaboration and transparency Gen Z: quick, authentic, digital-first And when I missed the mark… productivity slowed. Misunderstandings multiplied. Trust eroded. Not because people didn’t care but because they didn’t hear it the way I intended. Here’s the lesson: Great leaders don’t just communicate. They translate. Next time you lead across generations, try this playbook: 1️⃣ Ask their preferred style (channel, feedback, meeting) 2️⃣ Adapt your delivery to fit, not force the person 3️⃣ Anchor the message in shared purpose so it connects no matter what Because the strongest teams aren’t built on one voice. They’re built on leaders who know how to listen and flex. Treat people equally, and you’ll be fair. Treat people individually, and you’ll be effective. Question for you: What’s one thing you’ve learned about communicating across generations? ♻️ Repost to help others lead across generations 🔖 Save this as a quick reference for later 👤 Follow Gabriel Millien for more on leadership, AI, and transformation

People from different generations have different ways of communicating based on their different collective lived experiences. 🧓🏾Boomers mentality may have stemmed from their parents who went through economic uncertainty. Their survival mode mentality led them to cope by suppressing emotions and to display strength and grit. Many older boomers did not have access to education about psychology so they did not acknowledge emotions or communicate verbally. 💼Gen X was raised in the age of materialistic accumulation and they were in the age of improving their individual states rather than focusing on those around them. They were praised for being ‘doers” and when situations were hard, they took a “can do” approach and focused on self improvement strategies. They may have a direct and efficient way of communicating compared to other generations. 👩🏻💻Millennials grew up in the age of internet knowledge. They were the first generation to be born into an age of online access to platforms. They were also the first to have access to online knowledge and resources so they search for a better life and meaning. They seek knowledge on how to heal and process the past and what to be empathic in their communication because they have access to various perspectives due to online connections. 🤳Gen Z grew up in the age of social media where they connect in a digital age as digital natives. Their interactions online are just as valuable as interactions in person. They are deliberate about their choices to value their chosen community and set rigid boundaries and advocate openly for their preferences. They get their information from listening to podcasts and from learning from influential online thought leaders. They are comfortable expressing and sharing emotions as this is how they heal. Because they rely heavily on text messages, they follow a code of conduct in written communication so they may view direct communication without the flowery added nuances in text as being curt. Data from Pew *this cannot depict the experiences of all generations* #generations #communication #workplacewellness

Five generations are now present in the workforce, but most leaders only know how to communicate with 1 or 2 of them. Most leaders don’t realize they're missing an essential piece to holistic leadership: Optimization of all age groups. Leading a team requires the skills to manage across multi-generational differences. Here are three critical skills essential for success in this area: 💬Effective Communication Leaders must adapt their communication styles to suit different generations, who may have distinct preferences and expectations for receiving information. For instance, younger employees might prefer quick digital communications, while older employees may value more formal, in-person discussions. Understanding and leveraging these differences promotes clarity, minimizes misunderstandings, and fosters a culture of inclusion. 🔄️Adaptability and Continuous Learning Given the rapid pace of technological and cultural change, leaders must embrace continuous learning to stay relevant and effectively lead a diverse team. This includes being open to new tools and trends while valuing traditional methods where they are effective. Flexibility in processes and policies that cater to varying career stages and work-life needs will also help retain and engage a diverse workforce. 👂Empathy and Emotional Intelligence Leaders must show understanding and respect for the unique perspectives, values, and motivations that each generation brings to the workplace. Empathy helps build trust and enables leaders to manage potential generational conflicts or biases, creating a more collaborative environment. Emotional intelligence also helps understand generational stressors, allowing leaders to tailor support to help employees feel valued and supported at all stages of their careers. By mastering these skills, leaders can create a more cohesive, productive, and engaged multi-generational workforce. For three decades, my work has focused on diversifying workplaces and helping leaders develop the skills they need to create inclusive and equitable spaces. While you don't need to become an expert, it's essential to know how to nurture a culture of transparency and trust in rapidly evolving workplaces. Head to my profile for more information on how to work with me.