How to Bridge Communication Between Generations
Source: Adobe/Wasabi Publicity/iQoncept: Used with Permission
Have you ever been in a meeting only to feel like everyone’s speaking a different language, even though you’re all technically speaking English? You say one thing, and your colleague interprets it in a way you didn’t intend. Then misunderstandings spiral, and conflict brews where there doesn’t need to be any. Such a clash isn’t inevitable.
My advice is simple. Recognize what you may perceive as conflict as simple misalignment in values rooted in how each generation experiences the world.
The Face-to-Face Boomer (born 1946-1964)
The Boomers were raised in a post-WWII era of economic growth and social change, valuing stability and hierarchy in both family life and work. They often prefer face-to-face communication and a level of formality. Having faced hard-earned life lessons, they carry resilience as their badge of honor, which sometimes makes them wary of open emotional dialogue.
The Independent Gen X (born 1965-1980)
Known as the “latchkey” generation, Gen Xers grew up during a time of economic upheaval and shifting family dynamics. They value independence and work-life balance, often maintaining skepticism towards authority. Resourceful and adaptable, they bridge the analog and digital worlds but are cautious and prefer trust to be earned.
The Mindful Millennial (born 1981-1996)
Millennials were shaped by technology, 9/11, and the Great Recession. They value collaboration, feedback, and purpose-driven work. Open communication and transparency from leadership are key. Millennials often seek mental health acknowledgment and want to improve the broken systems they feel they’ve inherited.
The Authentic Gen Z (born 1997-2012)
As digital natives, Gen Z grew up in a hyperconnected world with social media and constant access to information. They seek authenticity, prefer direct communication, and emphasize mental health. Gen Z is passionate about social justice, and success for them isn’t just about climbing a corporate ladder; it’s about making a meaningful impact.
Generational Perceptions
Each generation has experienced cultural, societal, and personal experiences that shape their worldviews. Boomers, Gen Xers, Millennials, and Gen Zers are shaped by different experiences and attitudes—ranging from the optimism of the postwar era for Boomers to the skepticism of Gen X and the anxieties fueled by the digital and social media age for Millennials and Gen Zers.
For example, a Gen Xer might feel frustrated when a Millennial seeks constant feedback, because it feels like a lack of self-sufficiency. Meanwhile, the Millennial could see the Gen Xer’s independence as aloofness or disinterest.
In a multigenerational workplace, such generational perceptions can pile up, often without anyone realizing it. A Boomer may interpret a Gen Z colleague’s brevity in emails as disrespect, while the Gen Zer might see it as just efficient communication. Neither is wrong—they’re just operating from different frameworks shaped by their generational experiences.
Validate Differences
We all come to the table with unique lenses, influenced by the time and culture in which we grew up. Don’t dismiss someone’s perspective just because it doesn’t align with your own. Baby Boomers may feel they’ve earned their place in the hierarchy, while Millennials and Gen Zers value flat organizational structures. Acknowledge differences without judgment.
Effectively Empathize
Try to understand why someone from another generation reacts differently than you might. For example, a Gen Zer may speak openly about mental health, while a Boomer might reflect the era when such discussions were stigmatized.
Adapt Communication
Boomers may prefer phone calls or in-person meetings, while Millennials and Gen Zers are comfortable with texts, asynchronous work apps, or emails. Alternating communication styles—combining brief texts with face-to-face meetings—can help bridge such differences.
Favor Feedback
Millennials and Gen Zers thrive on feedback, both giving and receiving. They want to know they’re contributing meaningfully and that their input is valued. On the other hand, Gen Xers and Boomers might see feedback as something given only during formal reviews. Create space for regular, constructive feedback whereby everyone can share their experiences.
Mirror and Mentor
Rather than viewing generational differences as obstacles, see them as opportunities for mentorship. Boomers and Gen Xers have decades of wisdom and institutional knowledge, while Millennials and Gen Zers bring fresh ideas and tech savvy. A mentorship program in which the learning goes both ways can foster respect, understanding, and collaboration.
Share Success
Success means different things to each generation. Boomers might focus on retirement and legacy, Gen Xers on balancing work and life, Millennials on meaningful work, and Gen Zers on social impact. Creating a shared vision of success that honors each generation’s values is key. What does a win look like? How can each individual contribute? Write this down. Repeat it to remember you are working toward the same thing.
Build Bridges, Not Walls
By understanding and respecting the different experiences that have shaped Baby Boomers, Gen Xers, Millennials, and Gen Zers, we can build bridges rather than walls. In doing so, we create healthier, more empathetic workplaces where everyone can thrive—no matter when they were born.
