How do you build a workplace culture that unites people shaped by entirely different worlds?
From dial-up internet to TikTok, Cold War drills to climate activism, each generation brings unique expectations, values and communication styles. And in today’s workplace, we don’t have the luxury of choosing one over the other. We must create environments where Gen X, Gen Y (Millennials) and Gen Z can all thrive and succeed.
As someone who has led, coached and collaborated with people across four generations – including Baby Boomers – I’ve seen first hand the tension and the opportunity this diversity presents.
I’ll be honest writing about generational differences can be risky. It is easy to offend, oversimplify, or lean too hard on stereotypes. However, avoiding the topic helps no one!
Instead, this blog aims to challenge assumptions and offer practical strategies for building a cohesive, high-performing and inclusive culture. One that resonates whether your team grew up with telephone landlines or livestreams.
Understanding Generational Context: Why it Matters.
Before diving into generational contexts it is important to recognise that every generation thinks the one that follows has it easier. But, is that really true?
I think there is real value in looking beyond stereotypes and digging into the societal, political and technological forces that shaped each group. Understanding these influences helps leaders build empathy and a culture that resonates with everyone.
I want to acknowledge the reality that creating a cohesive team across different generations is as challenging, as managing people from different cultures.
Gen X. (Born between 1965 and 1981): The independent Survivors.
As offspring of the Baby Boomer generation they were raised in an Analog world during times of global tension. Click the Gen X link below to see what happened during Gen X’s likely formative years in the UK – 1980s through to Mid-1990s and beyond.
- The Cold War – the prospect of getting ‘nuked’(1980’s).
- The IRA and the bomb threats. (1980s and 1990s).
- Falklands War (1984).
- 1st Gulf War (1991).
- Fall of the Berlin Wall and reunification of Germany (1989, 1990).
- Pan Am Flight 103 (1988)
- Chernobyl (1986)
- HIV / AIDS epidemic (1985)
- In the early 1980’s high UK unemployment and inflation.
- Advent of cell phones and email, including Blackberrys (1990s).
- Launch of Microsoft Office (1990).
- Laptops coming into the mainstream – late 1980s to mid-1990s.
- Apple Mac’s resurgence in early 1990s.
- VHS – Video Recorders – created mid-1970s with a 1980s surge in popularity.
- Acceleration of Home Ownership in 1990s.
- A general rise in consumerism during the mid to late 1980s.
- WWW invented in 1989.
Socially, this generation experienced a shift toward dual-income households and rising individualism – often dubbed the ‘Lathchkey Kids.’ They came of age before the internet and learned to thrive without it. They also had an advantage in that, pre-globalisation, they were not competing against a global workforce.
In the workplace, Gen X is typically:
- Independent, self-reliant and pragmatic.
- Resilient under pressure.
- Motivated by career progression and financial independence.
- Less reliant on constant feedback or emotional validation.
Millennials / Gen Y (Born between 1981 and 1995): The Purpose Driven Pragmatists.
Offspring of the late Baby Boomer generation and growing up during relative economic stability, globalisation and the internet boom. Click the Gen Y link below to see what happened during Gen Y’s likely formative years in the UK – early 1990s through to 2008 and beyond.
- 1st Gulf War (1991).
- IRA Bombings – London Docklands (1996).
- Bosnian War (1992 – 95).
- Hong Kong returned to Chinese Rule (1997).
- Invasion of Iraq (2003).
- Release of Nelson Mandela (1990).
- Nelson Mandela – 1st black President of South Africa (1994).
- UK withdraws from ERM – leading to sharp rise in interest rates (1992).
- Recession in UK declared over (1993).
- BNP wins 1st Council Seat (1993).
- 1st Labour Government (Tony Blair) in 23 years (1997).
- Good Friday Agreement – Northern Island (1998).
- Launch of Windows 95 (1995).
- The Birth of Google (1998)
- Launch of Linked (2003), Facebook (2004) and Twitter (2006).
- Y2K (2000).
- Early 2,000’s recession.
- Euro introduced as a single currency (2002).
Many entered the workforce just prior to, or after the 2008 global recession, facing rising debt (university fees), lesser prospect of house ownership and arguably fewer guarantees than Gen X.
In the workplace, Gen Y (Millennials) is typically:
- Tech-savvy, collaborative and feedback-seeking
- Purpose-oriented – wanting their work to matter.
- More open about mental health, well-being and self-development.
- Impatient with bureaucracy, but fiercely loyal when they feel seen and valued.
Gen Z (Born between 1996 and 2010): The Values First Digital Natives.
Offspring of either Gen X or early Millennials, this is the first truly digital-native generation. Click the Gen Z link below to see what happened during Gen Z’s likely formative years in the UK – Mid-2000’s through to present day.
- 7/7 and 21/7 Terrorist Bombings in London (2005).
- London Bridge, Borough Market, Manchester Arena terrorist attacks (2017).
- ISIS – Islamic State – present in Iraq (2014).
- Russia invasion of Ukraine (2022).
- Significantly Increased Middle East Tension – Israel / Hamas (2023).
- Barak Obama elected as 1st Black US President in History (2008).
- Donald Trump’s first term as US President (2016), second in 2024.
- Brexit Vote (2016)
- Me-too-Movement, started in 2006, widespread global attention in 2017.
- Black Lives Matter, started in 2013, widespread global attention in 2020.
- Paris Agreement on Climate Change- Paris Accord – signed (2016).
- Diversity, Equity and Inclusion, rose to widespread UK prominence in 2020.
- Covid 19 Pandemic (2020).
- You-Tube – 1st Video ever to be uploaded (2005)
- Google launch service for hosting and searching Video Clips (2005)
- Launch of Instagram (2010) and TikTok (2016).
- Apple Smartphone initial launch (2007).
- All TV stations in UK switched to Digital (2009).
- Artificial Intelligence bursts into public conscience (2024).
- Pubs in UK granted permission to open 24 hours-a-day (2005).
- Firms of 250 employees+ publish data on pay difference between Sexes (2018).
This generation has rarely known a world without social media or global crisis and that has left it’s mark.
In the workplace, Gen Z is typically:
- Smartphones, streaming and constant connectivity from a young age.
- Major social movements (Black Lives Matter, Me Too, Climate Activism).
- Global disruptions like COVID-19, economic instability and political polarization.
How to Build a Culture That Works Across Generations.
Managing a multi-generational workforce isn’t just about avoiding conflict, it’s about unlocking collaboration. To paraphrase an article published by the Harvard Business Review. Members of your workforce that feel threatened by age based stereotypes concerning work performance are less able to commit to their current job, less oriented towards long-term professional goals and are ultimately less adjusted psychologically.
Here are six foundational strategies that can help you create a culture where Gen X, Millennials and Gen Z can feel part of the team and perform at their best.
- Evolve from ‘Mission Statements’ to Meaningful Values.
Employees today, especially Millennials and Gen Z, are looking for more than just a pay cheque. They want to work for organisations that live their values, as opposed to those that just platform them in company webinars. That means:
- Giving well-being equal importance alongside performance.
- Offering real opportunities for learning, growth and contribution.
- Demonstrating purpose beyond profit, through community engagement, ethical practices and sustainability.
If your People and Culture team is still mostly administrative, it’s time to rethink its mandate.
2. Lead with Emotional Intelligence (EI).
The old command-and-control leadership doesn’t fly in a multi-generational workforce. Today’s leaders must be:
- Visible and approachable.
- Clear and consistent in expectations.
- Adaptable to different communication styles
- Skilled in coaching and feedback – not just performance management.
High EQ (emotional intelligence) is no longer a bonus – it’s a baseline.
- Design Fair, Flexible Reward Structures
Not all generations are motivated by the same incentives. Gen X may be comfortable with individual performance metrics, while Gen Z favours team-based recognition. Millennials often want transparency and fairness.Consider a three-tier approach:
- Company performance: Shared success should drive shared reward – stress the importance of overall company performance (revenue / earnings) and how everybody in the company has a part to play in achieving company goals.
- Department performance: Create measurable, team-based goals, that reflect the departments performance – everyone pulls together, everyone wins!
- Individual / team leader bonuses: Recognise leadership and accountability where it matters most. Create a ‘kicker’ for those individuals leading teams.
Progressive companies are also building flexibility into these models with partial pay outs tied to tiered milestones.
- Build a Culture of Communication
With communication the debate always centres around how much should you divulge and to which sections of the company. I am of the belief that it is generally better to overcommunicate rather than undercommunicate – taking into account confidentiality of course! Eliminate the possibility of people making stuff up, and partaking in toxic gossip!
Hold regular roundtables, give quarterly updates and create the environment for two-way dialogue.
Don’t just celebrate wins – talk honestly about challenges. Employees of all ages appreciate leaders who tell the truth and invite them to be a part of the journey.
- Start Small with Environmental, Social and Governance (ESG) Principles.
You don’t need a large budget to show your commitment to ESG principles. Small, consistent steps such as offering volunteering days, sustainability pledges, or local community partnerships and initiatives. For Gen Z employees in particular, this isn’t optional, it’s expected. It is important to show employees that your values are more than window dressing.
- Redefine Work-Life Balance as Life Balance.
In the interests of transparency, I admit that I have a problem with the expression work-life balance. The reality is that everybody searches for meaning in their lives and many find it through work. Unless you have a large trust fund, come from a wealthy family or win the lottery then you are going to have to work for most of your life.In a world of remote work, asynchronous teams and digital overload, it’s not work versus life it is finding the right life balance where we experience our work as a meaningful and essential part of our lives. An article in the HBR (2023), I thought captured the reality of the workplace today. When we experience our work as meaningful, we’re more engaged, committed and satisfied. When we don’t we are more willing to quit and this is especially true for younger generations.
Final Thoughts: Lead The Way Across Generations.
Building and sustaining a high-performance culture across generations isn’t about choosing sides. It’s about bridging gaps. Each generation brings its own strengths, shaped by the world they grew up in. The real challenge is not deciding who is right; it’s creating a workplace where different perspectives can co-exist, challenge each other and contribute to shared success.
Today’s employees – regardless of age – expect more. More transparency. More empathy. More purpose. The companies that adapt will not only retain talent but unlock the full potential of their teams.
Yes, leadership is harder than it has ever been, but it is also more important. People don’t just want direction they want to feel connected. If leaders can show consistency and emotional intelligence they will find their team are more than willing to follow.
With this all being said, everyone needs to recognise that when things get tough, leadership ‘carries the can.’ However, it also has the power to set the tone when things go right.
Need help building a business culture that works for every generation?
At Rholben Consulting we design high-performance teams, craft modern compensation models and help companies turn generational diversity into a competitive advantage. Let’s start a conversation.
* Age Range by Generation | Beresford Research
