Generational Differences: why we need to stop using them as an excuse

by Sean Trainor:

“People try to put us d-down (Talkin’ ‘bout my generation)” – The Who

HR professionals love to talk about the challenges of engaging a multi-generational workforce as if it’s a new phenomenon. Every conference, white paper, and LinkedIn post seems to frame it as a pressing issue: “How do we get Gen Z to work alongside Boomers?” “How do Millennials lead Gen X?” “How can we bridge the gap between digital natives and the old guard?” the narrative is starting to sound like a broken record.

I’m just talkin’ ’bout my g-g-generation

I might be more inclined to tune in if I thought there had been a seismic shift but, as 21-year old with 37 years of experience, two things have me reaching for the mute button:

1. Multi-generational workplaces have always existed.
2. We were never that good at engaging the previous generation of workers.

And guess what? The so-called “challenges” we face today are the same ones we’ve always faced: communication, respect, adaptability, and motivation. The real issue isn’t that workplaces are multi-generational. The issue is that we have never done a great job addressing these fundamental people challenges in the first place. Instead, the “multi-generational workforce” has become a convenient excuse for workplaces who struggle with leadership, engagement, and culture.

Things they do look awful c-cold (talkin’ ’bout my generation)

Let’s be honest: Boomers were once the “entitled” generation in the eyes of their predecessors. Gen X was labeled cynical and disengaged. Millennials were accused of being lazy and demanding participation trophies. Now, Gen Z is supposedly fragile and unable to commit. Every generation enters the workplace with different experiences, shaped by the world they grew up in. But the core workplace dynamics remain unchanged:

• Poor leadership creates disengaged employees – not generational differences.
• Lack of psychological safety stifles collaboration – not a Gen Z vs. Boomer divide.
• Companies that fail to adapt to change struggle – not because one generation won’t embrace new ways of working, but because leadership fails to set a clear direction.

I’m not trying to cause a big s-s-sensation

It’s time to drop the generational blame game. Instead of obsessing over whether Gen Z prefers Slack over email or if Boomers struggle with remote work, let’s focus on what actually drives workplace success:

• Effective leadership: Good leaders inspire, regardless of age.
• Psychological safety: People thrive when they feel mor accountable and less fearful.
• Clear expectations: Teams perform better when they know what’s expected.

And don’t try dig what we all s-s-say

The greatest shift between generations of the workforce has been the proliferation of social media, not social needs, although you could argue one has influenced the other. The point is that social media has given employees the opportunity to have a voice. And that is inconvenient for certain leaders.  Gone are the command and control days of paternalistic employers expected workers to be seen and not heard.  The workforce are demanding leadership, they are not simply deferring to leaders due to hierarchy. . That requires softer skills of empathy and listening.

Why don’t you all f-fade away? (Talkin’ ’bout my generation)

We need to move beyond superficial generational narratives and get back to what matters – building strong workplace cultures where everyone, regardless of birth year, can do their best work. Or, as The Who put it: “I hope I die before I get old.” Maybe it’s time to let the old generational tropes die instead.

Photo by Yan Krukau

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Sean Trainor is Founder of Salient Communication Group and Safe Places To Work. He has 25 years’ experience of leading and providing senior counsel on corporate communication and brand engagement for major organizations across multiple sectors. He is recognized as one of the Top 101 global influencers on employee engagement, and features in PR Week’s Middle East Power Book 2024, described as the definitive guide to the “brightest and most influential PR professionals in the region.” Sean is a #WeLeadComms honoree.

Written by: Editor