Changing Behaviors Consulting
Guiding Gen Z and Organizations to Mutual Success Consulting on Gen Z Recruiting and Retention and Preparing and Coaching Gen Z to Thrive
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Changing Behaviors Consulting Blog

Enhance the engagement and retention of young professionals (~ages 20 to 26). Address the challenges of Multiple Generations in the workplace. Focus on Leadership, Human Resources, and Working Remotely.

Changing Behaviors Consulting Posts

The Synergies Between Gen X, Millennials, and Gen Z

As 10,000 Boomers leave the workforce daily, the ranks of the Millennials (ages 26 to 41) and Gen X (ages 41 to 56) grow daily into leadership positions as more and more Gen Z (ages 9 to 25) enter the workplace. Despite differences between the generations that often dominate conversations, some synergies point to a solid and aligned workforce that reinforces the values of each generation.

The Synergies

According to a 2019 HBR Article, recommendations for Gen X retention describe strategies that apply to all three generations. For example, one recommendation is personalized learning and development strategies. These are also desired by Gen Z and Millennials as well. Currently, HR and executives are learning that a personalized approach is key to a happy workforce.

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The other HBR recommendations include mentoring. This, too is aligned with the desires of both Gen Z and Millennials and even Boomers (age 56 to 73). Mentoring is an excellent bridge between the generations, as each has its particular talents to contribute. For example, Boomers share their corporate knowledge and wisdom while Gen Z and Millennials are positioned to share their technical and social media knowledge.

Another recommendation by HBR addresses increasing data in hiring. An example is when a hiring manager may be inclined to hire a Millennial for a social media position when a Gen X-er may be just as qualified. Data will sidestep the gut reactions that managers often rely on in making hiring decisions.

In another Gen X article by Schnitzer and Fabiano (Kyle Schnitzer and Jennifer Fabiano) their description of Gen X characteristics aligns and point to synergies between the generations. To illustrate, Gen X tends to be direct. This is appealing to Gen Z, who are pragmatic and truth-seekers. Gen X also promotes informality that puts both Gen Z and Millennials at ease. Other strengths that appeal to the younger generations include an egalitarian attitude, internal motivation, solid relationships and social skills, and a focus on work-life balance. Gen X social skills are an asset, and their communication skills are vital. They are also skilled in collaboration, another attractive feature to Gen Z and Millennials.

Gen X survival of significant events such as the lasting impacts of 9-11, financial downturn (2008), and hardships (COVID) demonstrate resilience and fortitude, serving as role models to the younger generations.

All three generations seek feedback and not the traditional performance review scheduled six to twelve months apart. Gen X appreciates feedback, and they tend to recover quickly from any negative feedback. Gen Z and Millennials also desire feedback, preferably immediate, to hone their skills at the moment. Having seen the Boomers dedicate the bulk of their lives to work, Gen X values work-life balance, and this dovetails with Gen Z and Millennials who insist on work-life balance.

The challenges we are facing now, the rapidity of change we are experiencing, and the uncertainty of the future all need outstanding leadership, and Gen X is positioned to serve as leaders that are responsive to the needs of the younger generation. The days of patriarchal, authoritative, and insensitive leadership are long gone.

Dr. Miner help companies to strategize and develop their future-leader pipeline. "Leadership From Day One." www.trainingdr.com. Read Nanette Miner, Ed.D.'s full executive…

Andrew Adderley