If you’ve been following the latest headlines, you might have noticed that 60% of companies have let go of Gen Z hires this year. Some Gen X and Millennial voices in the background seem to be saying, “I told you so!” It’s almost as if justice has been served, right?
Well, maybe not. Because, really—in ten years, with Gen X retiring, who’s left to run things? AI? Sure, because nothing says “great culture” like a machine that doesn’t need coffee breaks or ever ask for a promotion.
But before we start planning for a robot takeover, let’s talk about the real potential of bridging these generational gaps.
As older Millennials who’ve worked closely with Gen X, Millennials, and Gen Z over the past 20 years, we’ve not only witnessed these generational shifts in real time—we’ve also achieved incredible success by embracing the strengths each generation brings. And we want to share what we’ve learned.
Understanding Generational Labels
You’ll find different ways to define generations—some take a psychological view, others focus on economic and social impacts. However, one consistent pattern seems to emerge: older generations—Baby Boomers (1946-1964), Gen X (1965-1980), and early Millennials (1981-1996)—are seen as hard workers who’ll do whatever it takes to get results, even if they struggle to adapt and maybe overuse emojis. Meanwhile, younger generations—late Millennials and Gen Z (1997-2012)—are often stereotyped as wanting big titles with minimal effort, working from their beds, and disliking anyone who uses emojis.
We fall into the older generation group and are quite proud of our “hard worker” badge. And yes, we’ve put in those long hours at the expense of our health (just ask Ciaran!). But here’s the thing—we’ve never seen younger generations as a threat or “the other side.” Instead, we’ve often admired how they prioritize health, recognition, and work-life balance.
And we’ve been privileged to lead teams dominated by Gen Z, achieving amazing results. Our experience has shown us that the generational gap isn’t a problem—it’s an opportunity. So, how do we make it as a route to high performance?
Let’s Start with Some Facts
Generational Shift: Millennials became the largest part of the workforce in 2016, and by 2025 they’ll make up 70-75% of it. Gen Z will account for 20% (Pew Research). Gen X, meanwhile, is nearing retirement age (Wikipedia)
Engagement: Across all generations, only about 30% of employees feel engaged at work, regardless of their age (Gallup).
Stress and Burnout: While younger generations report high levels of stress (68%) and burnout (34%), older generations aren’t immune—50% feel stressed, and 1 in 3 has experienced burnout (Gallup).
Shared Motivations, Different Priorities: While all generations value salary, work-life balance, and a positive work environment, younger generations are more interested in career development. In contrast, older generations cared more about the company's reputation (Gallup).
Now, Our Questions for You, Dear Manager:
How do we bridge this generational gap? Do we invest in AI as the future or invest in our Gen Z workforce as the leaders of tomorrow?
Are we sure that the older generation actually enjoyed those grueling work hours, or did they simply lack the self-confidence to challenge an unhealthy culture?
How many people do you know who suffered from stress-related illnesses or worse? How many of them were Gen Z?
The Generational Shift Is Here—So, Surf It
The generational shift is like a wave: either you surf it, or it overtakes you. It's no longer about what’s “right” or “wrong” because, guess what? The future of your business will be in their hands, not yours. Your current success as a manager depends on how well you can support and inspire the next generation.
So, what can you do? Here are our top three recommendations:
Prioritize Balance—It’s Not Just for Gen ZWork-life balance and recognition are priorities for every generation. Just because Gen X adapted doesn’t mean it was ideal, especially given the health costs. This is a chance to redefine balance without sacrificing productivity, as we discussed in our recent article.
Learn from New GenerationsObserve, rather than impose. Gen Z is digital-native, agile, and driven by a sense of community. These traits are invaluable for team culture and innovation, especially in fast-evolving industries. Give them freedom to make mistakes in a safe environment—remember, we all made mistakes, but perhaps we were just better at hiding them.
Redefine Your Role as ManagerInstead of focusing on expenses and schedules, become a mentor, a role model, someone your team aspires to emulate. Share inspiring stories with them. Spend time with them in informal settings, and trust them. The payoff? You’ll likely see the highest levels of productivity you’ve ever experienced.
Finally, remember: when your team grows from the bottom up, it pushes you higher. Your success as a manager depends more on their drive than your leadership alone.
It’s normal to feel frustrated sometimes—we’re all resistant to change! But never forget that you were once the “new generation” too. And perhaps you’ve been that person missing important events because work came first—a choice that, in hindsight, you might now reconsider.
Before checking out our website and get your free assessment, we leave you with a challenge: if you feel like part of the older generation, share your opinion in the comments using a maximum of 5 words. If you’re part of the new generation, respond only with emojis!
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