The AZ CHO – “Chief Human Officer” group hosted their Q2 event last Thursday, an engaging multigenerational panel on Leading a multigenerational workforce comprised of Senior HR leaders from Shamrock Foods, Discount Tire, Suntec Concrete and Evolved MD.
Understanding Generations at Work
👵 Baby Boomers (Born 1946–1964)
Many Boomers are still active in the workforce—about 41%—often in senior leadership roles. Shaped by post-war prosperity, the Civil Rights Movement, and the Space Race, they value hard work, loyalty, and face-to-face communication. Boomers tend to stay with employers long-term and appreciate job security, preferring phone calls or in-person meetings over digital tools.
👔 Generation X (Born 1965–1980)
Now in mid- to late-career roles, Gen X often manages teams across multiple generations. Known as independent and results-oriented, they grew up as latchkey kids during economic uncertainty and early tech shifts. They value work-life balance, self-sufficiency, and direct communication—often preferring efficiency over meetings for meetings’ sake.
📱 Millennials (Born 1981–1994)
The largest group in today’s workforce, Millennials are stepping into leadership roles with a focus on purpose, flexibility, and growth. Raised during the rise of the internet and the Great Recession, they seek meaningful work, collaborative cultures, and continuous feedback. They prioritize development over job titles and favor fast, digital communication.
🌎 Generation Z (Born 1995–2012)
The newest full generation in the workforce, Gen Z already brings 6–8 years of experience. Raised during the 2008 recession, COVID-19, and constant connectivity, they value authenticity, mental health, and employers with shared values. While digital-first, they still appreciate meaningful in-person interaction and expect flexibility and clear expectations at work.
Generations at Work: Not a Gap—An Experience Divide
Kicking off the discussion, an early reframe from a panelist really set the tone for the event…
“It’s not a generation gap—it’s an experience gap.”
Too often, differences in working styles or communication methods get attributed to generational divides. But as the panelists shared, these are really about exposure, opportunity, and lived experience. Understanding that distinction is the first step to more inclusive, collaborative workplaces.
Key Themes & Takeaways
- Shared Ground Over Stereotypes: While every generation has its defining traits, we share more values than we realize. Purpose, clarity, and respect cross age lines.
- Communication is Contextual: Before labeling a disconnect as generational, ask: What experiences shaped this person’s expectations?
- Reverse Mentoring Is Powerful: Younger employees bring tech savvy and fresh perspectives; older colleagues provide context and lived wisdom. Both are valuable.
- Mental Health Matters Across Ages: Wellness isn’t generational. Offering mental health support reflects a universal need, not a niche benefit.
- Working Agreements Build Bridges: Establishing shared norms—around communication, feedback, and respect—helps everyone work better together.
- Empathetic Leadership Is Key: Great leaders don’t manage generations; they lead with empathy and create space for authentic connection.
The Bottom Line?
Multigenerational workforces are not a problem to be solved—they’re a strength to be leveraged. When we move beyond assumptions and lead with curiosity, we don’t just bridge gaps—we build better teams, better companies, and better futures.
For more information about AZ CHO, please reach out to Kristie.Winchester@sparkeffect.com
