After having a few funny encounters with younger team members, one Gen Xer reached out on Reddit asking others to share their own experiences working with millennials and zoomers. Below, you’ll find some of their funniest and most frustrating stories, and keep reading to find a conversation with Tom Brunskill, CEO and co-founder of Forage!
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“When Gen Xers, millennials, and Gen Zers are working together, you might see differences in work habits like working hours, communication styles, attitudes about work, and work environment preferences,” Tom says.
“Gen Z tends to be the most non-traditional when it comes to different work habits: this generation is more likely to want to communicate via messaging platforms like Slack versus phone calls; they’re more likely to opt to use tech to make their work-life more efficient; they tend to want to set strong boundaries between work and life; they often see work as part of their life and something to balance with personal priorities,” he explained.
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Millennials, on the other hand, are somewhere in the middle of the two, Tom says. “They dealt with the backlash of being called ’lazy’ and ’entitled’ when they joined the workforce — similar to the stereotypes Gen Z faces now — and many have felt like they needed to make up for it with their work ethic. Millennials tend to look for stability when it comes to the workplace.”
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“A Gen Zer who loves async communication on Slack may get burnt out if they’re forced to be on meetings all the time, while a Gen Xer might want to hop on more calls if most of their team’s communication is on Teams,” he explained. “While we shouldn’t assume someone’s habits based on their generation, being aware of different preferences can help make people feel more comfortable and excited about participating at work.”
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“Gen Z and millennials are open to new ways of doing things in the workplace, whether that’s benefits like flexible work schedules or remote work, or tangible pressure on companies to do better and stick to their mission statements,” he noted. “They’re excited about the future and believe they can have a hand in making the workplace better for everyone.”
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“Ask them questions about their work preferences, skills they want to build, and goals. Be a listening ear before providing any suggestions. You might not get the answers you expect, and that’s OK — even good. You won’t be able to motivate your younger employees until you know what motivates them,” Tom noted.
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