Heyyy Gen Z…
What’s up Millennials…
Hi Generation X…
Good morning Boomers…
We’re taking a dive into generational diversity in the workplace.
It’s a powerful asset when managed well. If you can balance and embrace the differences across Boomers, Generation X, Millennials and Gen Z, there are rewards to reap.
Attracting a cross-generational team can leverage the strengths of all generations, like how Old Town Road samples music from the Boomer and Generation X eras in a style created by Millennials and listened to by Gen Z, but we digress…
The UK workforce spans eight decades, from those born in the 1940s to those born in the 2010s. It hosts a diverse range of skills, experiences and attitudes but there can also be friction caused by different values, work ethics and communication styles.
The good news? Like Old Town Road, this intergenerational mix can produce glorious results – if you know how to attract, retain and co-ordinate the right talent.
Generational Cheat Codes
Here’s a quick guide to the generations in the talent pool:
Boomers (1946-1964): Aged 60-78, Boomers are said to generally value stability, long-term roles and traditional perks like titles and bonuses.
Boomers grew up in a world of traditional hierarchies. They equate their work with their self-worth and are motivated by job titles, prestige and financial security. Retirement, pensions and financial planning are on their minds and many Boomers are working longer than they expected.
Generation X (1965-1980): Aged 44-59, Generation X likes autonomy and clear goals. They value hard work and steady growth.
Generation X is fiercely independent. They’ve built their careers on grit and self-sufficiency. They work hard and expect the same from others.
Millennials (1981-1996): Aged 28-43, Millennials are the original work-life balance seekers. They crave flexibility, personal development and purpose-driven work.
Millennials redefined what it means to work. They’re not afraid to jump ship for better pay, opportunities or alignment with their values. Work-life balance, flexibility and purpose are deciding factors.
Gen Z (1997-2012): Aged 16-27, the Gen Z workforce isn’t here to work themselves to the bone. They want flexibility, inclusion and roles that align with their values.
Gen Z: Disruptive or Disruptors?
We’re going to spend a little longer on Gen Z as, right now, they are the long-term future of the workforce.
Gen Z grew up in a digital-first world and entered the workforce during a global pandemic. They’re not here to live to work – they’re here to make an impact. Health, wellbeing and diversity matter as much as a paycheck, and they’re not shy about walking away if their needs aren’t met.
Gen Z is still new to the workforce, but they’re already shaking things up. Their demand for purpose, inclusion and wellbeing is forcing employers to rethink outdated practices. Whilst some may see their work-to-live mentality as a lack of commitment, it’s actually a call for balance – something that benefits everyone.
Do Generational Differences Matter? Our Take
Artfully’s Leigh Randall says:
“With over 60 years between the oldest and youngest workers, it’s no wonder there are differences regarding work ethics, communication styles and values.
“Generational tags may be useful, but they’re also stereotypes. Not every Gen Z worker wants to ‘quiet quit’ just as not every Boomer resists remote work.
“Instead of labelling people by age, focus on their strengths and preferences. Find common ground and generational labels matter less.
“You might find the best fit for your business comes from a generation you had scarcely considered.
“Hiring from each of the ‘generations’ is nuanced, driven broadly by the values we have outlined. Recruitment campaigns that focus on the needs of the individual whilst demonstrating flexibility and adaptability will draw from a wider talent pool. Combine this with knowing how and where to attract talent with the right values and work ethic, and you will be on the path to success, regardless of when these candidates were born.”
Tips for Managing a Multigenerational Team
- Gen Z and Millennials thrive with flexible hours, hybrid work and the option to work remotely. For Boomers and Generation X, consider offering stability-focused benefits like pensions and phased retirement options.
- Show Millennials and Gen Z how their roles connect to the organisation’s broader mission. Highlight your social impact and sustainability efforts. For Boomers and Generation X, link their contributions to tangible results and organisational success.
- Generation X and Boomers want their hard work and loyalty acknowledged. Offer them leadership roles or opportunities to mentor younger employees.
- Millennials and Gen Z love continuous learning. Provide access to certifications, training programs and clear paths for advancement.
- Create spaces where all generations can interact and learn from each other.
Let’s talk about it
As always, the Artfully team is here to support your recruitment campaigns through intelligence-led, data-backed know-how.
Get in touch today to find out how we can help you attract the talent you need.
