Over the past few months, I’ve been asked a couple of times to assist organisations in managing multigenerational teams. This has even become an ever-greater challenge, especially in the workplace where people in their twenties, thirties, and forties come together with different expectations, communication styles, and motivations. One recurring theme in these discussions is how generational attitudes towards work have changed.
So How do you lead Gen Z, Millennials, and Gen X during times of change?
In today’s fast-moving world, change is inevitable. Whether it’s adopting new technology, restructuring teams, or shifting strategies, these transitions often affect each generation differently.
- Gen Z (employees in their twenties) tends to embrace change with excitement, viewing it as a chance to learn and grow. Raised with the ideal of being their ‘authentic selves,’ this generation tends to question authority, value mental health, and emphasie personal boundaries. While they are often caricatured as ‘entitled’ or lacking work ethic, research shows that they work hard when they see alignment with their values. However, their upbringing in an anti-authoritarian culture, combined with starting their careers during the COVID-19 pandemic and lockdowns, means they entered workplaces where remote interactions often overshadowed in-person collaboration. As a result, they may need more guidance on workplace norms and building collaborative relationships in traditional office settings.
- Gen Y or the Millennials (those in their thirties) grew up with the idea that ambition and self-belief would open doors for them. They value purpose and impact, but they are also highly collaborative and tech-savvy, making them natural leaders in workplaces undergoing digital transformation. They may weigh change against their personal and professional responsibilities, seeking clarity on how it aligns with their goals.
- Gen X (team members in their forties or fifties) values stability, hierarchy, and a strong work ethic. Their years of experience and practical thinking are vital assets in managing long-term strategies, but they may occasionally find the younger generations’ emphasis on boundaries and flexibility hard to relate to. They may approach change with caution, focusing on stability and long-term impact.
Understanding these perspectives is the starting point. Managing change, when done right, helps leaders address these differences, ease resistance, and foster collaboration. It’s about managing the human side of change—something no team, regardless of age, can succeed without.
So What are the leadership skills that make the difference?
Managing a multigenerational team is never a one-size-fits-all exercise. But what I’ve learned—and what research confirms—is that the most effective leaders use a combination of change management skills, empathy, and visionary leadership to create cohesive, high-performing teams.
1. Empathy: the key for meaningful connections
Empathy is the cornerstone of managing teams with different generational values. Each person on your team brings a unique set of experiences, challenges, and expectations. Without understanding these, you can’t build trust or effectively lead through change. So, as a start empathy is non-negotiable.
“Empathy is a non negotiable“
A typical example most of us have already experienced, is working in or with a team where younger members want constant feedback and coaching, while older employees value autonomy and recognition. A simple shift – offering personalised support and check-ins – creates an environment where both groups feel understood and empowered.
Some practical ways to show empathy include:
- Listening first: Regularly check in with team members to understand their concerns, motivations, and goals. Recognise the unique pressures on younger generations, such as financial insecurity or mental health awareness.
- Adapting support: Offer flexibility where needed, such as mentoring programs for younger employees or upskilling opportunities for mid-career professionals. Support mid-career professionals balancing work and family responsibilities.
- Building inclusion: Ensure everyone feels heard, regardless of age or experience, by creating spaces for open dialogue.
Empathy fosters emotional connections that make people more willing to embrace change and work towards shared goals. It also helps address misconceptions. For example, the stereotype that Gen Z lacks work ethic is contradicted by research showing their strong preference for purpose-driven work and willingness to take on challenges aligned with their values.
2. Adaptability: the skill to lead through uncertainty
If the past few years have taught us anything, it’s that adaptability is one of the most critical leadership skills. For multigenerational teams, flexibility is key to meeting each group’s unique needs.
“Adaptability is one of the most critical leadership skills“
For example:
- Communication styles: Younger employees often prefer quick, digital updates through platforms like Slack or Teams or even WhatsApp; More seasoned team members may lean toward detailed email summaries or in-person meetings.
- Accommodating boundaries: Gen Z emphasizes mental health and personal boundaries. While this can seem strange to older generations, it’s a leadership opportunity to normalise healthy work practices and reduce burnout.
- Work preferences: Offering flexible work schedules or hybrid arrangements can increase engagement for those balancing personal and professional responsibilities.
- Experiment with roles: Pair younger employees’ creativity with older colleagues’ expertise. Cross-generational projects can create opportunities for both mentorship and fresh perspectives and result in fostering mutual respect and innovation.
3. Visionary leadership: creating employee alignment
In a multigenerational team, a clear vision acts as a unifying force. It gives everyone, regardless of age, a sense of purpose and alignment. I’ve witnessed firsthand how a shared purpose can bridge generational divides and turn differences into strengths.
“A clear vision unites your team members“
- Purpose and impact: Define and clearly explain the “why” behind decisions and changes, tie them to individual and team contributions. Communicate how all team members contribute to broader goals, whether that’s corporate sustainability or community impact.
- Set clear goals: Break the vision into actionable steps, providing milestones that make progress visible and motivating for everyone.
- Celebrate wins: Recognise contributions at all levels, whether it’s an innovative idea from a 25-year-old or strategic insights from a 45-year-old.
- Bridge the gaps: Explain how generational differences can complement each other. For example, highlight how Gen Z’s focus on ethics and diversity can align with Gen X’s commitment to long-term strategy.
Visionary leadership ensures that, no matter their age, team members feel united by a common goal and energised to contribute.
So What now?
When you understand your team’s generational dynamics, adapt to their needs, and inspire them with a clear direction, you create a culture where everyone thrives. Managing multigenerational teams isn’t about favouring one generation over another—it’s about integrating their strengths to foster higher engagement, stronger collaboration, and forging a team that’s not just prepared for change but excited by it.
“Generational differences aren’t barriers; they are opportunities for innovation, collaboration, and growth.”
Generational differences aren’t barriers; they are opportunities for innovation, collaboration, and growth. By leading with empathy, staying adaptable, and providing a clear vision, you can build a diverse team that not only thrives but also drives meaningful results. As team leader, it’s your responsibility to embrace these opportunities and turn diversity into a powerful advantage.
At SoWhatCommunications, we specialise in internal communication and change management, helping leaders navigate the complexities of multigenerational teams and ensuring successful transitions. With tailored advice from our senior consultants, we offer guidance that transforms challenges into opportunities for growth.
How do you navigate generational dynamics in your teams? I’d love to hear your experiences and strategies. Let’s keep the conversation going in the comments!
#Generations #Culture #ChangeManagement #Leadership #Empathy #Vision #EmployeeEngagement #EmployeeAlignment
Olivier Trop, Partner
olivier.trop@sowhatcoms.com