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Embrace Generational Strengths in the Workplace for Powerful Teams

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Multigenerational team working in a modern office. An older employee assists a younger colleague at a computer, promoting collaboration and mentorship.

Leading the multigenerational workforce has its challenges, but each generation brings a unique set of strengths to the workplace. Embracing these strengths cultivates generational intelligence, improves communication, and allows employees to do their best work.

Today’s workforce is generally comprised of four generations: Gen Z, millennials, Gen X, and boomers. To best support people in using their strengths to their full potential, start by getting to know the members of your workforce.

Illustrated generational chart showing birth years and age ranges for seven generational cohorts: Builders (1925–1945, age 80+), Boomers (1946–1964, age 61–79), Gen X (1965–1979, age 46–60), Gen Y/Millennials (1980–1994, age 31–45), Gen Z (1995–2009, age 16–30), Gen Alpha (2010–2024, age 15 and under), and Gen Beta (born 2025). Each generation is represented by a person illustration, highlighting generational diversity and age distribution in the workforce and society.
Courtesy of McCrindle.com

Gen Z

A highly diverse and digitally fluent generation driven by purpose, Gen Z is ambitious and wants to make a positive difference in the world. This purpose-driven generation also prioritizes professional development and adapting to new technology.

Many Gen Zers are opting out of climbing the corporate ladder, but most prioritize learning and development. According to Deloitte’s Gen Z and Millennial Survey, 7 in 10 Gen Zers work on developing skills to advance their careers at least once a week.

Their digital fluency and technical savvy are on display with the rise of AI. Fifty-seven percent use GenAI at work for tasks like project management, risk assessment, data analysis, content creation, and more, according to the same Deloitte survey.

Gen Zers want their workplace’s values to align with theirs. According to research by Roberta Katz featured on Stanford Report, climate change, inequality, and racial injustice are a few societal problems Gen Z wants to fix, and they want their employers to help.  

Millennials

Millennials are committed to doing meaningful work. According to Deloitte’s Gen Z and Millennial Survey, 92% say purpose-driven work is important to job satisfaction and well-being.

According to the Center for Creative Leadership, this generation is hardworking, and they know their worth. Millennials want to do good work, they’re committed to their jobs, and they want opportunities to share their ideas. They are also willing to leave jobs that don’t meet their needs for development, compensation, and work-life balance.  

Millennials and Gen Z share a desire to influence positive change at work. Deloitte Insights found millennials and Gen Zers are ready to lead change, but they need opportunities.

Bar chart titled “Change agents: Where Gen Zs and millennials feel they have the most influence,” based on the Deloitte Global 2023 Gen Z and Millennial Survey. The chart compares Gen Z (teal bars) and millennials (pink bars) across eight organizational impact areas. Top areas of influence include products and services (Gen Z: 35%, Millennials: 36%), diversity, equity, and inclusion (Gen Z: 34%, Millennials: 31%), and personal development/training (Gen Z: 33%, Millennials: 36%). Other categories include workload, mental health, fitness/wellness, social impact, and sustainability. The image highlights generational strengths and workplace influence, supporting content on generational intelligence and leadership.

Gen X

Marked by resilience, collaboration, and a strong work ethic, Gen X contributes a wealth of knowledge and insights, while being highly adaptable, to the workforce.

According to the Generation X in the Workplace Study, Gen X self-reports being teamwork-oriented with strong communication, analytical thinking, and problem-solving skills. These traits allow this generation to act as mentors, trusted advisors, and in many cases, leaders and bosses.

Gen Xers may be independent workers just focused on getting the job done. Efficiency overrules working long hours for this generation, according to BetterHelp.

Also called the sandwich generation, many Gen Xers are in the unique position of caring for their children and aging parents. This responsibility perhaps increases the desire for work-life balance and flexibility. As Gen Xers strive for balance, they spend the workday invested in accomplishing tasks, and flexibility enables them to be more engaged and productive on the job.

Boomers

With a vast wealth of knowledge, boomers are team-oriented, positive about their jobs, and dedicated to loyalty, but may have workaholic tendencies, according to a report by Marsh McLennan Agency. Their strong work ethic was shaped by societal change and challenges.

As boomers retire, many take with them their wealth of knowledge. Boomers are perfectly positioned to mentor less experienced employees to preserve vital knowledge. Empowering boomers to contribute to knowledge transfer and succession planning ensures their knowledge, work, and skills are passed to fellow employees.

The Conference Board recommends embracing boomers’ institutional knowledge and more for a competitive edge.

Infographic titled “Baby Boomers Are Still Striving” from The Conference Board, highlighting the value of baby boomers in the U.S. labor market. It states that 49% of boomers expect to or already work past age 70. The graphic outlines strategies to attract and retain boomers, including creating an inclusive culture, offering full- or part-time roles instead of gig work, and providing targeted learning opportunities. It also recommends leveraging boomers’ contributions through reverse mentoring, crisis wisdom, and capturing institutional knowledge with AI tools. The image promotes age diversity as a competitive advantage in the workplace.

Supporting Generations

To support employee strengths regardless of their generation, leaders must create positive company culture, strong benefits, and flexibility. While members of each generation have their own preferences and predisposed perceptions, workplaces and leaders that allow employees to use their strengths to their full potential appeal to all ages.

Jessica is a Content Marketing Specialist at Express Employment International creating content for employers, leaders, and about the workplace of today. She is an accomplished former social media professional and award-winning writer. When Jessica isn’t writing about key leadership characteristics or best workplace practices, she’s spending time with her dog and planning her next road trip.

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