Building Healthy Intergenerational Teams
By: Mark McCrindle
The workforce is set to undergo significant changes over the next decade.
By 2034, Gen Z will comprise a third (34%) of the workforce, and Generation Alpha (2010-2024) will begin their careers, making up 15% of the workforce.
With this change will come interesting intergenerational dynamics. Across the generations there are different approaches to the various aspects of work. When it comes to leadership, Baby Boomers respond to traditional, authoritative leaders who provide clear directives and demonstrate integrity. Gen X values autonomy, appreciating approachable leaders who offer guidance while promoting individual ownership. Generation Y, juggling competing priorities, seeks clear communication and work-life balance. Generation Z thrives under coaching or mentoring styles, valuing approachable and transparent leaders who support professional growth.
In terms of communication preferences, all generations prefer face-to-face meetings. The difference, however, is in the strength of this preference across the generations. Among Baby Boomers, almost nine in ten (87%) prefer face-to-face meetings compared to 59% of Gen Z. Younger generations, however, are more likely to prefer online chat messages with 40% of Gen Y, and 35% of Gen Z preferring this method, compared to 26% of Gen X and 11% of Baby Boomers.
Work as a means to create a life you want
Beyond earning an income, work is often used as a tool for individuals to craft a life tailored to personal purpose and fulfillment. Almost four in five workers (78%) believe their work serves as a means for crafting the life they want, rather than believing work is an opportunity to use their expertise to positively impact the world (22%).
Gen Z (80%) and Gen Y (80%) are slightly more likely to believe work serves to craft the life they want than Gen X (76%) and Baby Boomers (73%), who are slightly more focused on impacts.
Gen Z are looking for regular feedback
All generations thrive at work when they receive regular and constructive feedback. Yet, there are differences in how communication is best received by each generation. More than half of Gen Z (54%) would prefer praise at least a couple of times a week compared to 28% of Gen X. While this amount of praise may sound like a lot, Gen Z are looking for constructive feedback in equal measure.
With more generations contributing to the workforce, working in a cohesive generational team will be paramount for success. Given Gen Zs preference for frequent feedback, it is unsurprising that Gen Z are 1.5 times more likely to see feedback delivery (35% compared to 24% Gen X) and 1.4 times more likely to see feedback frequency as challenges of an intergenerational team (26% compared to 19% Gen X).
Alongside feedback from their leaders, Gen Z prioritise a safe space to share ideas (48%) and collaboration (48%) more so than their older counterparts. Generation Z thrives under coaching or mentoring styles, valuing approachable and transparent leaders who support professional growth. Ultimately they’re looking for leaders who value them and create a fun working environment. Fun in the workplace may seem like a nice-to-have but is increasingly becoming a non-negotiable. It is not enough to just have a compelling vision, accessibility and strong remuneration, people want to enjoy coming to work to bring about lasting impacts.
Article supplied with thanks to McCrindle.
About the Author: McCrindle are a team of researchers and communications specialists who discover insights, and tell the story of Australians – what we do, and who we are.
Feature image: Photo by The Connected Narrative on Unsplash
