Our workplaces are now being operated within three generations, with the introduction of Gen Z and the majority of the workforce being Gen X, Gen Y (Millennials). We are clearly seeing that there are drastic differences within generations even with the relatively short amount of time that separates the three. 
There have always been generational conflicts within the workplace. As generations come and go, values, ideologies and business practices also change. But this time it is different. We not only have the usual changes, but they are now paired with rapid advances in technology, communication methods, a change in career goals and aspirations for a new work-life balance.
The three generations are typically characterized by the following:
Gen X
Born from 1965 to 1980. This generation is known for its independence and resourcefulness, having grown up during a time of significant social and economic change.
Gen Y (Millennials)
Born from 1981 to 1996. They experienced the rise of the internet and social media and are known for their adaptability and tech-savviness.
Gen Z
Born from 1997 to 2012. Known for being digital natives, they have grown up with the internet, social media, and smartphones.
The fundamental ideologies of each generation have been at the forefront of many disagreements. The younger generations have goals that focus less on developing a long-lasting career with one organization, but rather utilize their time, energy and resources to focus on experiences and see their job as just the means to finance these things. While the latter have been focused on creating sustainable employment with one organization; growing internally and working towards goals to be in upper management or the C-Suite at the end of their careers. Millennials typically have a blended ideology that values upward mobility but do not want to sacrifice too much to get there. A 50 to 60- hour work week will no longer trump spending time with friends and loved ones. That opportunity to travel that spontaneously appeared will be seized and there will be no hesitation to utilize their PTO. Millennials have set stricter boundaries around keeping work and their personal lives separated as they prioritize being successful in both.
Within the day-to-day, the way the generations interpret their assigned tasks has also changed. In an effort to simplify this statement, the way generations internalize their responsibilities are as follows:
Gen X: “What needs to be done? How do I do it? I’ll get it done.”
Gen Y (Millennial): “What needs to be done? How do I do it? Why is this important? I’ll get it done.”
Gen Z: “What needs to be done? How do I do it? Why is this important? What’s in it for me? I’ll get it done.”
At first glance, the initial reaction to the development of these communication needs can seem selfish or entitled. It has shifted from a “head down and work” mentality to “I need all the details first”. If you look at it from how society and technology has developed, this makes a lot of sense. The younger generations entering the workforce have ALWAYS had all the details right at their fingertips (literally) . So, why wouldn’t there be an expectation of being provided more context before executing on a task? Even in their educational journey, every assignment and study guide has been clearly outlined and accessible through online student portals. When there is ambiguity in a work-related assignment, or the details are left out, their assumption is that it is not necessary information. “If it were that important, they would have told me about it” is a common mentality. They will work with the information given and miss out on an opportunity to have some proactive communication to figure out if there is anything more that they need or can do to accomplish whatever task they are working on. This is where a lot of frustration occurs between generations.
Let’s also look at how the workplace as a whole has developed. At one point, an individual’s employment opportunities were limited to the area in which you lived. There were no guarantees that another opportunity would arise in your area if you left your current role, so people tended to build long-lasting careers in one organization, even if it were not the ideal situation for them or the most fulfilling. In very recent history, remote opportunities have exploded, no longer restricting individuals to find employment within a specified area. The “fear” of not being able to land that next job is almost non-existent (there is still economical factors that lead to employment opportunities). This phenomenon is what causes the “what’s in it for me” mentality. If a job doesn’t serve an individual’s purpose or helps them meet a certain goal, they will be quick to change to a role that fulfills those two things.
With differing opinions on what work should or shouldn’t be, how do we effectively work together? I believe (as a Millennial born in the latter half of the date range with an “old soul”) a collaborative, cohesive and productive work environment all boils down to how we communicate with one another. At the end of the day, there are still collective goals that need to be accomplished. How we communicate with one another will ultimately determine how successful we, as a whole, are in completing this goal.
There are three types of communication to focus and improve upon:
Top-Down Communication
Top-Down communication is from higher level leadership and owners to the rest of the organization. We can assume that the individuals in leadership roles are predominantly the Gen Xers (rightfully so due to their experience). As described previously, their approach to their work does not come with pom-poms. So, when they look to delegate tasks, this ideology is passed down as well, which is not resonating with the younger generations. Rather than just assigning tasks and going about your day, be sure to highlight the value the task has, how it will either A) improve their day-to-day B) improve the company or C) bring value to the customer/end user.
Coaching Up
“Coaching up” is a difficult challenge for most up and coming employees. This can be defined as a less experienced employee (Millennials or Gen Z) either providing feedback to more senior employees (Gen X), asking for more responsibility, or expressing their desire for a promotion/raise. I will say (again, this is being written by a Millennial) that these conversations should NOT be driven from a place of entitlement. The workplace is driven by facts and results. If you want more from an employer, you should be able to show that you have generated more value or are willing to take on additional tasks to create more value. This all comes back to the simple principle of being proactive. When seeking out solutions, it shows that you are willing and able to work in unison to drive the organization forward. This may sound something like; “I noticed a problem with “X”. I believe if we were to implement (solution) that we would be able to accomplish “Y”. I am willing to take on the following responsibilities in return for “Z”. This, at the very least, will open up the door for a productive conversation with a Gen X leader.
Peer-To-Peer
Peer-to-Peer communication should be a time for development! The value of having diverse experiences and skill sets in one place is that you have an opportunity to broaden the horizons of others. This can cover topics such as business acumen, technology, trends and so much more. All to often, we reduce our peer-to-peer communication to the dreaded “small talk around the water cooler” nonsense. Is anyone really getting excited to ask the sixth person what they thought about this past weekend’s weather? I doubt it. So, utilize this time to learn! There is no room for an ego here. Even the most senior members of teams have an opportunity to learn from the newest person in the room. For the less experienced, there are no bad questions. If you come into the conversation with genuine curiosity and intention to learn, people will try to get you the information that you seek.
All-in-all, the “struggles” that we face in today’s workforce between generations is no different than generations in the past. They are just able to be highlighted to the world through the likes of the internet and social media. The goals of both organizations and individuals do not need to change or be 100% aligned to create a successful working relationship. Rather, our focus should be on understanding each individual’s goals, how they can align with the organization and have a better understanding of how to clearly communicate to one another.
To the Gen Xers and older Millennials, do not worry, Gen Z and the younger Millennials are not going to ruin the workforce. Just as things have changed since the beginning of your career to now, things are going to change with the introduction of the younger generations. To the younger Millennials and Gen Z, the other half of the Millennial generation and Gen Xers have been in the game for a little while now. If you want to promote change, make sure you present your ideas with facts and solutions to make meaningful changes. If we all make a commitment to getting better at communicating with one another, a lot of our disagreements and frustrations would cease to exist.
